Continual Improvement - Performance Management Assessment Sample #3


Performance Assessments that include Continual Improvement:
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:
Continual Improvement, Flexibility, Creativity, Delegation, Time Management, Objectives, Empowering Others, Co-worker Development, Organizational Fluency, Planning

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. Continual Improvement: Looks for ways to expand and learn new job skills. Promotes training and development opportunities to enhance job performance. Open to the suggestions from others. Encourages an employee culture of continuous improvement to seek out better ways of doing things.
  1. Flexibility: Handles external information requests efficiently without disrupting workflow. Able to adapt to new situations. Able to maintain productivity and effectiveness no matter the context. Effectively manages changes in financial resources.
  1. Creativity: Inspires creativity in their team. Creates a lot of new ideas. Is creative. Adds value to the department/organization.
  1. Delegation: Defines goals and objectives for subordinates. Clearly defines duties and tasks to be completed. Allows employees to decide how they wish to complete the tasks. Allows subordinates to use their own methods and procedures.
  1. Time Management: Is proactive in addressing important issues. Outperforms others in productivity through effective time management. Integrates automation into the process whenever feasible. Optimizes time management through automation.
  1. Objectives: Assures [Company] principles are understood, employed & pursued. Organizes and schedules events, activities, and resources. Able to organize work. Effectively organizes resources and plans
  1. Empowering Others: Gives employees opportunities to demonstrate their skills. Encourages employees to expand their skills in order to take on greater responsibilities. Gives responsibility for making important decisions to employees. Encourages others to obtain necessary skills and training.
  1. Co-worker Development: Adapts coaching and mentoring approach to meet the style or needs of individuals Sets and clearly communicates expectations, performance goals, and measurements to others Provides ongoing feedback to co-workers on their development progress Works to identify root causes of performance problems
  1. Organizational Fluency: Able to deal with sensitive issues with tact and professionalism. Understands the current organizational culture. Anticipates problems that may affect the department. Gets things done through the department.
  1. Planning: Able to look ahead (beyond the present) when addressing the work/needs of the department. Understands what materials will be required to successfully implement the plan. Develops plans to help manage expectations and project demands. Develops an effective plan to guide the project.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments