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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.
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  1. Continual Improvement: Looks for ways to improve work processes and procedures. Open to the suggestions from others. Searches for new methods, techniques, and processes that increase efficiency and reduce costs. Encourages an employee culture of continuous improvement to seek out better ways of doing things.
  1. Flexibility: Performs more and varried processes on the production line. Responds positively to unanticipated changes in the work schedule. Is flexible in their approach to dealing with unpredictable events. Capable of adjusting to necessary modifications in the work environment.
  1. Creativity: Inspires creativity in their team. Conceives, implements and evaluates ideas. Develops solutions to challenging problems. Is creative and inspirational.
  1. Delegation: Encourages and empowers subordinates to use initiative in achieving goals and objectives. Defines the roles, responsibilities, required actions, and deadlines for team members. Allows subordinates to use their own methods and procedures. Assigns tasks to create learning opportunities for the employees.
  1. Time Management: Combines tasks to save time. Allocates time to the highest priority items. Avoids being distracted by people who are working at a slower pace. Proactively addresses crucial matters.
  1. Objectives: Able to organize work. Establishes goals and objectives. Sets long-term and short-term goals. Works toward achieving established goals and objectives.
  1. Empowering Others: Creates a culture where employees are recognized and rewarded for taking the initiative and making impactful choices. Allows employees to make their own decisions. Expresses confidence in the abilities of others. Lets employees complete tasks according to their methods.
  1. Co-worker Development: Adapts coaching and mentoring approach to meet the style or needs of individuals Works to identify root causes of performance problems Gives others development opportunities through project assignments and increased job responsibilities Sets and clearly communicates expectations, performance goals, and measurements to others
  1. Organizational Fluency: Anticipates problems that may affect the department. Effective in communicating with others within the organization. Gets things done through the department. Able to use corporate politics to advance department objectives.
  1. Planning: Determines staffing needs for the project/department. Initiates the planning process by defining the scope of the project. Creates a timeline to specify when each phase of the project should be concluded. Accurately estimates the duration of tasks.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments