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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.
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  1. Coaching: Provides clear, motivating, and constructive 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: Shares credit for accomplishments with team members Facilitates team discussions and problem-solving Considers the impact and implications of decisions on the team. Focuses on understanding the other team member's message.
  1. Action: Pursues goals with action to achieve success. Stays focused and productive when there's work to be done. Makes decisions confidently and stands by them. Demonstrates resilience in the face of adversity.
  1. Bias for Action: Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times). Displays high energy and enthusiasm on consistent basis. Identifies ways to simplify work processes and reduce cycle times Seeks and utilizes opportunities for continuous learning and self-development.
  1. Professional Development: Keep themselves up-to-date of technical/professional issues Contributing fully to the extent of their skills Allows employees to fully participate in employee training and professional development. Seeks opportunities for professional development.
  1. Feedback: Is easy to approach with ideas and opinions. Asks others for their ideas and opinions. Actively seeks feedback from others. Seeks feedback to enhance performance.
  1. Delegation: Encourages and empowers subordinates to use initiative in achieving goals and objectives. Clearly defines duties and tasks to be completed. Sets clear and reasonable expectations for others and follows through on their progress. Allows subordinates to use their own methods and procedures.
  1. Change Management: Supports the Company's efforts to implement changes. Adopts changes to set and example for others to follow. Able to get team members to change their attitudes. Is an inspiration for others to accept the recent changes.
  1. Juggling Multiple Responsibilities: Ranks the importance of tasks to make sure critical tasks are completed first. Switches attention to more urgent tasks when necessary. Integrates developing others with driving sales, serving customers, merchandising, performing operational procedures, and maintaining an appealing store environment. Coordinates the work of a team by assigning tasks to other team members.
  1. Objectives: Effectively organizes resources and plans Communicates goals and objectives to employees. Ability to establish realistic goals. Encourages me to take on greater responsibility.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments