Communication - Performance Management Assessment Sample #3


Questionnaires Measuring Communication:
Survey 1 (4-point scale)
Survey 2 (4-point scale)
Survey 3 (5-point scale)
Survey 4 (5-point scale)
Survey 5 (4-point scale)
Survey 6 (4-point scale)
Survey 7 (5-point scale)
Survey 8 (3-point scale)
Survey 9 (3-point scale)
Survey 10
Survey 11
Survey 12

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:
Communication Skills, Managing Performance, Analytical, Quality, Problem Solving, Commitment To Result, Managing Risk, Regulatory/Compliance, Developing Others, Organizational Fluency

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. Communication Skills: Open to receiving feedback from others. Ensures comprehension during conversations or group presentations. Confidently communicates across all organizational levels, including external stakeholders. Presents their message with professionalism.
  1. Managing Performance: Provides employees with necessary resources to accomplish their goals. Establishes indicators to measure levels of performance. Provides employees with training as needed to increase their performance. Provides additional responsibilities for employees that exceed performance standards.
  1. Analytical: Uses appropriate techniques to solve problems. Implements data validation techniques and methods. Analyzes issues and reduces them to their component parts. Identifies problems and issues needing resolution.
  1. Quality: Understands and uses established quality procedures/controls. Demonstrates a strong commitment to achieving quality goals. Makes sure cleanliness standards are met to reduce the possibility of contamination. Communicates quality standards that are easily by employees.
  1. Problem Solving: Identifies and assesses all potential responses to a problem. Effective in solving problems. Actively seeks the root cause of a problem. Works cooperatively with others to solve problems.
  1. Commitment To Result: Encourages commitment in others to obtain results. Takes immediate action toward goals. Willing to do whatever it takes-not afraid to have to put in extra effort. Creates a sense of urgency among the store team members to complete activities, which drive sales.
  1. Managing Risk: Evaluates risks against acceptable risk levels. Offers training to reduce safety incidents in the workplace. Monitors risk events and notifies appropriate stakeholders. Identifies opportunities that may be created by taking specific risks.
  1. Regulatory/Compliance: Implements strategies to ensure compliance. Ensures operations meet government and industry requirements/standards. Creates a standardized response protocol for responding to compliance related issues. Periodically assesses the effectiveness of regulatory/compliance programs.
  1. Developing Others: Creates opportunities for professional development. Assigns tasks and responsibilities to develop skills of others. Is open to receiving feedback. Creates a work environment that fosters positive feedback to employees.
  1. Organizational Fluency: Understands the current organizational culture. Gets things done through the department. Adept at navigating within the culture of the department. Is aware of other organizational cultures to compare/contrast with the current organizational culture.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments