Communication - Performance Management Assessment Sample #3


Performance Assessments that include Communication:
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:
Communication Skills, Managing Performance, Quality, Commitment To Result, Managing Risk, Regulatory/Compliance, 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: Provides straightforward and brief directions. Delivers messages with personal energy, enthusiasm, and conviction. Communicates concepts and ideas to others. Effectively delivers presentations to teams, large groups, and diverse audiences
  1. Managing Performance: Ensures the eligibility of the proposed award recipient. Regularly conducts performance reviews of all employees. Is consistent in disciplinary/corrective actions. Ensures employees understand their performance expectations.
  1. Quality: Verifies the correct materials were used in the installation. Implements quality control feedback loops to enhance services and products. Engages and leads staff in implementation of new quality procedures. Develops a quality manual to assist in troubleshooting issues and documenting the quality management system.
  1. Commitment To Result: Encourages commitment in others to obtain results. Takes immediate action toward goals. Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service. Coordinates all department activities into a cohesive team effort.
  1. Managing Risk: Designs risk response activities that are proportionate to the level of risk. Seeks to reduce uncertainty (risks) in the supply chain. Works effectively to avoid risk. Integrates risk management into strategic decision making.
  1. Regulatory/Compliance: Submits complete applications for necessary certifications. Offers training on various subjects to help ensure employees are aware of regulations. Develops regulatory compliance strategies. Implements regulatory changes in a timely manner.
  1. Organizational Fluency: Understands departmental policies and procedures. Able to use corporate politics to advance department objectives. Gets things done through the department. Adept at navigating within the culture of the department.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments