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Client Focus - Performance Management Assessment Sample #3


Performance Assessments that include Client Focus:
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:
Client Focus, Negotiation, Company, Fiscal Management, Flexibility, Establishing Focus/Direction, Delegation, Technical, Technology Use/Management

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. Client Focus: Adapts to changes proposed by the client. Consistently meets client's needs. Responds to the needs of the client. Builds long term relationships with clients.
  1. Negotiation: Stays well-informed about the issues and priorities. Clearly explains the issues and interests at the start of negotiations. Knows the BATNA (Best Alternative to a Negotiated Agreement) and is prepared to walk away if core interests are not met. Demonstrates emotional stability to facilitate productive problem-solving and relationship building.
  1. Company: Understands the "basics" as to how [Company] functions/operates. Follows existing procedures and processes. Impresses upon others the important aspects of [Company]. Expresses loyalty and dedication to [Company] in interactions with others.
  1. Fiscal Management: Ensures others follow the correct rules and regulations on fiscal matters. Effective in using Company's resources. Develops budgets and plans for various programs and initiatives. Monitors expenses and verifies the need for items purchased.
  1. Flexibility: Allows workflows to evolve with the employees' creativity. Encourages a culture of experimentation and innovation. Is flexible to manage uncertain changes in technology. Fosters a culture of agility, ensuring that the team can thrive amidst constant change and uncertainty.
  1. Establishing Focus/Direction: Maintains self-control when personally criticized. Aligns the department's goals with the goals of the organization. Functions well under stress, deadlines, and/or significant workloads. Helps guide employees with prioritizing tasks.
  1. Delegation: Sets clear and reasonable expectations for others and follows through on their progress. Defines goals and objectives for subordinates. Entrusts subordinates with important tasks. Delegates authority and responsibility to subordinates and holds them accountable for their actions.
  1. Technical: Seeks information from others as needed. Willingly shares his/her technical expertise; sought out as resource by others Knows how to produce high quality products/work. Willingly shares information and expertise; sought out as resource by others
  1. Technology Use/Management: Applies complex rules and regulations to maintain optimal system performance. Understands and is committed to implementing new technologies. Identifies gaps between actual and needed technical competencies and provides recommendations for required training. Adopts the implementation of new technology into the workplace.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments