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Clarity - Performance Management Assessment Sample #3


Performance Assessments that include Clarity:
Assessment 1 (5-point scale; IDP Comments)
Assessment 2 (3-point scale with Comments)
Assessment 3 (Manager Assessment; 360-Feedback)
Assessment 4 (3-point scale; Rating Limits)
Assessment 5 (3-point scale; Rating Limits)
Assessment 6 (5-point scale with Comments)
Assessment 7 (Comment Boxes Only; IDP)
Assessment 8 (Comment Boxes Only)
Assessment 9 (3-point scale with Letter Grade)
Assessment 10 (360-Feedback; Bonus/Merit Pay)
Assessment 11 (Core Values & Job Competencies)
Assessment 12 (4-point scale; 6 Comment Boxes)

Performance Management System
Supervisor: [Supervisor Name]


Signature: ___________________


Date: _____________ 		Employee: [Employee Name]


Signature: ___________________


Date: ___________
Job Title: Mid-Level Manager in X Department Hire Date:
Instructions:
This performance appraisal program is designed to provide a standardized method to:
  1. Provide an objective evaluation of an employee's performance and to share this feedback with the employee
  2. Assist in determining the true development needs of the employee and actions that should be taken to improve their job performance.
  3. This form is intended to ensure fair and equitable salary management. Please note that this review is one of several factors considered in salary decisions.
Manager-Assessment
As a manager, your feedback is crucial in capturing the achievements and performance of your employees during the review period. Please provide brief answers to the questions below. The information you share will be included in the employee's Performance Appraisal.

If you have additional printed sheets to submit, ensure they are signed, dated, and handed over to your Department Head. If you believe another individual should contribute to this review, kindly provide their name and contact details.

Part 1: Status Recommendation

If currently on Probational Status:



If on Regular Employment Status:

Justification for the above Status Recommendation:


Competencies Included:
Clarity, Decision Making, Objectives, Regulatory/Compliance, Empowering Others, Coaching, Partnering/Networking, Entrepreneurship, Communication Skills, Bias for Action

Part 2: Results of 360-Degree Feedback


The following are results from the 360-Degree Assessment conducted earlier in the year. This information can help guide the development of focus areas for the Individual Development Plan.
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  1. Clarity: Is clear about the roles and duties of team members. Avoids stating unclear or conflicting goals. Writes clear job descriptions for positions in the organization. Adjusts communication methods to the needs of the audience.
  1. Decision Making: Comes across as confident, decisive, and resilient Exercises good judgment by making sound and informed decisions. Willing to consider information from other sources. Carefully evaluates information before making an important decision.
  1. Objectives: Assures [Company] principles are understood, employed & pursued. Works toward achieving established goals and objectives. Sets long-term and short-term goals. Communicates goals and objectives to employees.
  1. Regulatory/Compliance: Observes, monitors and coordinates compliance activities. Develops the appropriate incentives (or disincentives) for regulatory compliance. Responds accurately and completely to questions from regulators. Reviews the compliance program and recommends changes based on new industry trends.
  1. Empowering Others: Allows subordinates to perform mission critical tasks. Gives employees input into the decision making process. Allows employees to take on more responsibilities. Enables team members to make their own decisions on the project.
  1. Coaching: Addresses employee behavior problems effectively. Conducts regular performance appraisals and feedback. Helps employees to understand responsibilities, authority, and expectations. Provides clear, motivating, and constructive feedback.
  1. Partnering/Networking: Uses informal networks to share information. Manages effective partnerships between public, private, and non-profit sectors. Maintains infrastructure to support partnerships and networks. Works to combine the unique strengths of each partner to develop new products or services.
  1. Entrepreneurship: Encourages risk taking for developing potential business opportunities. Excellent at managing relationships with stakeholders. Understands the processes and various stages of business development. Seeks and utilizes mentors to help guide professional development.
  1. Communication Skills: Marks their status as "available" to signal they are open for communication. Open to receiving feedback from others. Comes across as comfortable and effective as a public speaker Conducts impactful training sessions.
  1. Bias for Action: Conveys a sense of urgency about addressing problems and opportunities Coach others to foster an environment which can adapt quickly and willingly to rapid change. Motivates others to achieve or exceed goals Seeks and utilizes opportunities for continuous learning and self-development.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments