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.
  1. Clarity: Avoids stating unclear or conflicting goals. Attends to the important details of a job or task. Seeks to reduce ambiguity in messaging and documents. Clearly explains the vision and goals of the company.
  1. Decision Making: Does not lose sight of the big picture when making decisions Defines what constraints must be met for the decision making process. Open to the suggestions from subordinates. Decides which short- and long-term goals should be created.
  1. Objectives: Assures [Company] principles are understood, employed & pursued. Communicates goals and objectives to employees. Sets long-term and short-term goals. Encourages me to take on greater responsibility.
  1. Regulatory/Compliance: Creates a company compliance manual for distribution to the employees. Works quickly to implement changes in regulations. Uses software tools to monitor compliance and track issues to help identify and respond to non-compliance. Coordinates the execution of compliance strategies across departments.
  1. Empowering Others: Creates opportunities for employees to exercise their independence. Gives employees important tasks to expand their career options. Allows individuals to be responsible for their decisions. Recognizes and rewards employees who make important decisions and take action when necessary.
  1. Coaching: Helps employees to maintain high personal standards. Meets regularly with employees to coach them on areas that will enhance their performance Coaches employees in how to strengthen knowledge and skills to improve work performance. Develops the skills and capabilities of others.
  1. Partnering/Networking: Builds alliances between departments and teams. Expands network of colleagues to include others who may contribute to the department's success. Creates joint initiatives or projects that serve the common interests of all parties. Maintains infrastructure to support partnerships and networks.
  1. Entrepreneurship: Finds unique ways to go around barriers to success. Able to adapt the department to changing business demands and climate. Excellent at managing relationships with stakeholders. Balances risks and rewards when making decisions.
  1. Communication Skills: Has the confidence to communicate effectively to all levels (from CEO down) of the organization, external customers, suppliers, as well as the senior counsel of other companies. Addresses issues of key importance to stakeholders. Discusses ideas and concepts with peers. Gives clear and convincing presentations.
  1. Bias for Action: Seeks and utilizes opportunities for continuous learning and self-development. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times). Encourages risk taking and experimentation to improve performance Motivates others to achieve or exceed goals

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments