Coaching - Performance Management Assessment Sample #3


Performance Assessments that include Coaching:
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:
Coaching, Teamwork, Action, Bias for Action, Professional Development, Feedback, Delegation, Change Management, Juggling Multiple Responsibilities, Objectives

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. Coaching: Conducts regular performance appraisals and feedback. Helps employees to maintain high personal standards. Develops the skills and capabilities of others. Meets regularly with employees to coach them on areas that will enhance their performance
  1. Teamwork: Actively participates as a team member Helps the team decide what long term goals need to be met. Seeks and listens to other's contributions Creates a culture that fosters and values collaboration.
  1. Action: Effectively handles multiple complex issues simultaneously. Takes advantage of changes to the current situation. Takes action in critical situations. Conducts critical-incident review immediately after the event.
  1. Bias for Action: Completes a large volume of work. Completes work on time Conveys a sense of urgency about addressing problems and opportunities Seeks and utilizes opportunities for continuous learning and self-development.
  1. Professional Development: Seeks opportunities for professional development. Contributing fully to the extent of their skills Encourages employees to take courses relevant to their job. Demonstrate enthusiasm and a willingness to learn new skills and knowledge
  1. Feedback: Open to the suggestions of others. Accepts the views of others. Considers other's opinion and suggestions. Asks others for their ideas and opinions.
  1. Delegation: Allows employees to decide how they wish to complete the tasks. Clearly defines duties and tasks to be completed. Encourages and empowers subordinates to use initiative in achieving goals and objectives. Delegates authority and responsibility to subordinates and holds them accountable for their actions.
  1. Change Management: Assists others in understanding changes to the organization. Is an inspiration for others to accept the recent changes. Supports new initiatives for organizational changes to improve effectiveness. Able to get department employees to accept new changes.
  1. Juggling Multiple Responsibilities: Uses a scheduler/planner to keep tasks organized and on time. Plans and organizes continuously while performing all other responsibilities and activities. Is aware of the deadlines for specific tasks/assignments. Observes, analyzes, and responds to merchandise needs while serving customers and accomplishing operational tasks.
  1. Objectives: Works toward achieving established goals and objectives. Sets long-term and short-term goals. Organizes and schedules events, activities, and resources. Consistently provides me with timely feedback for improving my performance.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments