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Continual Learning - Performance Management Assessment Sample #3


Performance Assessments that include Continual Learning:
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 Learning, Communication Skills, Attitude, Managing Performance, Project Management, Delegation, Goals, Managing Risk, Safety, Negotiation

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 Learning: Takes the initiative to learn new skills. Grasps new ideas, concepts, technical, or business knowledge. Sets relevant learning objectives and goals. Seeks opportunities to grow in skills and knowledge.
  1. Communication Skills: Keeps open and regular communication with others. Communicates concepts and ideas to others. Listens attentively and responds thoughtfully, showing they value the conversation. Able to deliver presentations.
  1. Attitude: Shows by their actions that they trust in the positive intentions of others. Contributes to a positive work environment. Is gracious and professional in their interactions with others. Builds open and trusting relationships.
  1. Managing Performance: Conducts objectives and key results (OKR) assessments on a quarterly basis. Routinely holds audits of performance on a weekly or monthly basis. Participates in training as needed to improve job performance. Establishes indicators to measure levels of performance.
  1. Project Management: Accurately determines the number of engineers required for the project. Identifies the project time and budget constraints. Prepares contingency plans to avoid supply chain disruptions. Conducts a risk assessment for each phase of the project.
  1. Delegation: Defines the roles, responsibilities, required actions, and deadlines for team members. Assigns tasks to create learning opportunities for the employees. Sets clear and reasonable expectations for others and follows through on their progress. Encourages and empowers subordinates to use initiative in achieving goals and objectives.
  1. Goals: Achieves goals. Conducts timely follow-up; keeps others informed on a need to know basis. Makes sure that team members have a clear idea of our group's goals. Makes sure that I have a clear idea of our group's goals.
  1. Managing Risk: Communicates the protocols. Maintains open communication with other departments. Rewards risky ideas that may yield significant benefits. Takes calculated risks by effectively recognizing and managing them.
  1. Safety: Supports our company's safety programs. Seeks to reduce the likelihood of accidents. Participates in safety training when offered. Creates accurate and effective measures of safety.
  1. Negotiation: Establishes clear communications to avoid misunderstandings. Understands the other person's needs, concerns, and motivations. Controls emotional responses to maintain a productive atmosphere. Is prepared to walk away if core interests are not met.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments