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Continuous Improvement - Performance Management Assessment Sample #3


Performance Assessments that include Continuous 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:
Continuous 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. Continuous Improvement: Supports the department's quality improvement efforts. Fosters a culture of open communication and continuous improvement. Exhibits persistent focus and commitment to improving processes and performance. Establishes priorities for continual improvement.
  1. Flexibility: Performs more and varried processes on the production line. Accommodates the needs of employees as best as possible when requests for time off are made. Balances multiple perspectives to find common ground and innovative solutions. Is flexible in responding to customer needs.
  1. Creativity: Produces novel and valuable solutions to problems. Is curious to find new solutions. Asks questions such as "Why?" and "What if?" Scans the external environment for creative practices and emerging trends. Creates a lot of new ideas.
  1. Delegation: Assigns tasks to subordinates for completion. Effectively balances delegation and supervision in the department. Specifies expected outcomes, timelines, and success criteria for each delegated task. Adjusts level of supervision based on task complexity, employee experience, and risk tolerance.
  1. Time Management: Determines which tasks need to be completed urgently. Assigns tasks based on individual strengths and availability to maximize efficiency and engagement Manages time effectively by focusing efforts on high value tasks. Maximizes time management by multitasking.
  1. Objectives: Encourages me to take on greater responsibility. Communicates goals and objectives to employees. Ability to establish realistic goals. Organizes and schedules events, activities, and resources.
  1. Empowering Others: Builds development plans collaboratively with employees, revisiting them regularly. Fosters a sense of ownership and accountability for the process/product. Encourages employees to take the initiative when responding to an issue. Allows employees the freedom to do tasks how they see fit, but holds them accountable for obtaining results.
  1. Co-worker Development: Takes immediate action on poor performance Provides ongoing feedback to co-workers on their development progress Works to identify root causes of performance problems Adapts coaching and mentoring approach to meet the style or needs of individuals
  1. Organizational Fluency: Understands departmental policies and procedures. Able to use corporate politics to advance department objectives. Is aware of other organizational cultures to compare/contrast with the current organizational culture. Effective in communicating with others within the organization.
  1. Planning: Is able to clearly articulate the plan for the department/district. Always has a "Plan-B" ready if needed. Regularly makes plans for contingencies. Works in an organized manner

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments