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Company - Performance Management Assessment Sample #3


Performance Assessments that include Company:
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:
Company, Integrity, Professional Development, Managing Performance, Persuasion and Influence, Decision Making, Initiative, Achievement, Collaboration, Recognition

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. Company: Understands the "basics" as to how [Company] functions/operates. Impresses upon others the important aspects of [Company]. Follows existing procedures and processes. Understands how decisions impact other business units beyond their immediate department of work group.
  1. Integrity: Does what was promised. Demonstrates sincerity in actions with others. Develops trust and confidence from others. Follows tasks to completion.
  1. Professional Development: Keep themselves up-to-date of technical/professional issues Encourages employees to take courses relevant to their job. Demonstrate enthusiasm and a willingness to learn new skills and knowledge Seeks opportunities for continuous learning.
  1. Managing Performance: Acknowledges employee contributions that support the bottom line. Makes sure the team's goals are met. Obtains commitment from employees regarding completion of tasks. Is proactive in administering the rewards program.
  1. Persuasion and Influence: Understanding what others need. Attempts to persuade others rather than simply control them. Persuades others to consider alternative points of view. Able to express own goals and needs.
  1. Decision Making: Willing to consider information from other sources. Makes decisions based on novel interpretations of the facts. Asks for additional information when making critical decisions. Gathers information before making a decision.
  1. Initiative: Takes action to establish clear and concise deadlines for tasks to be completed. Takes advantage of opportunities when they become available. Addresses small problems before they become big ones. Able to initiate work on projects independently without direct supervision.
  1. Achievement: Completed training on the new equipment. Takes calculated risks to achieve significant rewards. Demonstrates a well-organized and timely approach to achieve desired results Demonstrates improvement in performance.
  1. Collaboration: Creates an environment to support free exchange of information. Cultivates a collaborative culture that drives innovation, productivity, and employee satisfaction. Builds and strengthens relationships to improve collaboration and leadership. Encourages collaboration of fellow employees to achieve results.
  1. Recognition: Makes people around them feel appreciated and valued. Reinforces and rewards employees for accomplishing necessary goals. Says "thank you" to show appreciation for work of others. Recognizes individuals for a specific outstanding achievement.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments