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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.
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  1. Communication Skills: Listens actively & speaks clearly and directly. Communicates with department leadership Keeps open and regular communication with others. Responds to questions with accurate and complete answers
  1. Managing Performance: Ensures the employee understands the key tasks, goals and KPIs required for the position. Makes sure employees understand what is expected of them. Routinely holds audits of performance on a weekly or monthly basis. Ensures the eligibility of the proposed award recipient.
  1. Quality: Encourages others to produce the highest quality work products. Encourages others to achieve high quality standards. Ensures the hiring of employees who are dedicated to delivering exceptional quality in every aspect of their work. Leads the department in quality improvement initiatives.
  1. Commitment To Result: Able to focus on a task even when working alone. 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. Maintains persistence and dedication to achieving results.
  1. Managing Risk: Creates dynamic and responsive enterprise risk management processes. Determines if the level of risk is tolerable. Implement strategies to mitigate risks. Recognizes the potential impact of systemic risks.
  1. Regulatory/Compliance: Offers training to employees to ensure they comply with regulations. Prepares and presents annual reports as required. Maintains historical records and documents as needed/required. Interacts with auditors and regulators on a professional basis.
  1. Organizational Fluency: Able to deal with sensitive issues with tact and professionalism. 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