Coworker Development - Performance Management Assessment Sample #3


Performance Assessments that include Coworker Development:
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:
Co-worker Development, Others, Strategic Insight, Flexibility, Passion to Learn, Punctuality, Persuasion and Influence, Delegation, Problem Solving, Regulatory/Compliance

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. Co-worker Development: Adapts coaching and mentoring approach to meet the style or needs of individuals Takes immediate action on poor performance Gives others development opportunities through project assignments and increased job responsibilities Provides ongoing feedback to co-workers on their development progress
  1. Others: Consistently demonstrates ability and willingness to trust others. Supports the efforts of other employees in implementing solutions to problems. Constructively receives criticism and suggestions from others. Works effectively with people from other departments.
  1. Strategic Insight: Analyzes unique issues or problems impacting the Company. Understands how to strategically grow the business and increase customers. Attends industry conferences to gain further insight into how other companies deal with similar issues. Anticipates business cycles and trends and makes adjustments in a timely manner.
  1. Flexibility: Able to make changes to their leadership style after receiving constructive feedback through the performance review. Able to change or adjust processes to accommodate changes in equipment or supplies. Introduces new products or services. Willing to change strategies, operations, or processes in to meet new challenges or seize new opportunities.
  1. Passion To Learn: Stays up-to-date on emerging technologies. Is committed to enhancing their own knowledge and skills. Constantly enhances product knowledge through experimentation and play. Is open to feedback from others.
  1. Punctuality: Responds to requests for information in a timely manner. Maintains an efficient schedule of activities. Conducts appointments at scheduled start time. Starts meetings on time.
  1. Persuasion and Influence: Seeks to obtain consensus or compromise. Understanding what others need. Has excellent influencing/negotiating skills. Persuades others to consider alternative points of view.
  1. Delegation: Tells subordinates what to do, not how to do it. Encourages and empowers subordinates to use initiative in achieving goals and objectives. Defines goals and objectives for subordinates. Allows subordinates to use their own methods and procedures.
  1. Problem Solving: Generates alternative solutions to problems and challenges. Works cooperatively with others to solve problems. Understands the root causes of problems. Is a good problem solver and decision maker
  1. Regulatory/Compliance: Keeps informed of various regulations and procedures. Creates a company compliance manual for distribution to the employees. Conducts necessary risk assessments. Is aware of federal and local laws affecting employees.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments