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.
  1. Client Focus: Delivers high quality products to the client. Creates high quality products for the clients. Gives feedback to the client regularly. Meets with clients on a regular basis.
  1. Negotiation: Aims for solutions that benefit both parties. Is an effective negotiator, fostering positive relationships and achieving good outcomes. Able to clearly express thoughts and concerns. Does what it takes to ensure that the final agreement aligns with core interests.
  1. Company: Attends [Company] gatherings and social events. Understands the use of [Company] products and services. Impresses upon others the important aspects of [Company]. Expresses loyalty and dedication to [Company] in interactions with others.
  1. Fiscal Management: Effectively manages appropriations, reporting, purchases, expenditures, payrolls, and staff. Provides budgeting and accounting support to the Company. Develops budgets and plans for various programs and initiatives. Effective in using Company's resources.
  1. Flexibility: Has the ability to pivot strategies, operations, or processes in real-time to meet new challenges or seize new opportunities. Works effectively during periods of change. Adapts quickly to new technologies that impact the production line. Seeks opportunities to improve processes and procedures to benefit the department.
  1. Establishing Focus/Direction: Stays focused even when under pressure and stress. Excellent at managing time. Makes sure that employees understand and identify with the team's mission. Sets appropriate goals for employees.
  1. Delegation: Entrusts subordinates with important tasks. Sets clear and reasonable expectations for others and follows through on their progress. Allows subordinates to use their own methods and procedures. Delegates authority and responsibility to subordinates and holds them accountable for their actions.
  1. Technical: Willingly shares information and expertise; sought out as resource by others Demonstrates mastery of the technical competencies required in his/her work. Willingly shares his/her technical expertise; sought out as resource by others Knows how to produce high quality products/work.
  1. Technology Use/Management: Proficient in the use of technical systems and processes. Supports technical training and development of employees. Applies complex rules and regulations to maintain optimal system performance. Supports employee training and development initiatives regarding implementation of technology.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments