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Conflict Management - Performance Management Assessment Sample #10


Performance Assessments that include Conflict Management:
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.

Employee Input

Please provide brief answers to the questions below. Your feedback is vital to us. We aim to capture all your achievements during the performance review period. The details you enter will be part of your Performance Appraisal. If you need to include any additional printed sheets, please sign, date, and submit them to your Department Head. Additionally, if someone else 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:
Conflict Management, Strategic Focus, Global Perspective, Adaptability, Quality

Part 2: Results of 360-Degree Feedback

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  1. Conflict Management: Achieves mutually acceptable solutions through collaborative efforts by both parties. Deals effectively with employee grievances. Promotes openness and urges individuals to explore various options for resolving the conflict. Explores the feasibility of alternative solutions to resolve conflicts.
  1. Strategic Focus: Is effective in using strategic tools such as value chain analysis, business environment analysis, and competitor analysis. Develops a strategic plan to focus on strategic issues. Lets employees know how their roles contribute toward the achievement of strategic company objectives. Detects changes in the environment and updates the strategic plan to address new opportunities or threats.
  1. Global Perspective: Cooperates with others on a global scale. Is able to work with individuals having different backgrounds and cultures. Works well with others from different cultural backgrounds. Collaborates with others respectfully and effectively with other people regardless of differences in cultural backgrounds.
  1. Adaptability: Develops insights and applies innovative solutions to projects and problems. Flexible and open to new ideas and encourages others to recognize the value of change. Able to work effectively with new people and new teams. Able to adjust to changes as needed.
  1. Quality: Engages and leads staff in implementation of new quality procedures. Develops specific quality standards/goals to be met within a specified timeframe. Promotes an environment that fosters quality and safety. Encourages others to achieve high quality standards.

Part 3: Summary of 360-Degree Feedback

Part 4: Bonus Pay

The supervisor now must consider which of the following adjustments to make to compensation.
Changes made here are reflected in the Salary Recommendations section at the beginning of this form.
Midpoint of Scale Status

Consider eligibility for Movement to Midpoint:
Yes: If Yes, continue with this section below
No, If no continue to next section

Depending on your responses, the computer may show (or hide) certain elements of the form.
Merit Pay Section
When this form was initially loaded, the employee was eligible for Merit Pay.
However, if the scores on Job Performance Criteria were too low, then the eligibility would change.

Consider eligibility for Merit Pay:
Yes: If Yes, continue with this section below
No, If no continue to next section
Change the scores on Job Performance Criteria to see how it affects this section.
Experience Pay Section

Eligible for Experience Pay:
Yes: If Yes, continue with this section below
No, If no continue to next section



Part 5: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 6: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments