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Coworker Development - Performance Management Assessment Sample #10


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.

Employee Input

Please provide brief answers to the questions below. Your feedback is vital to us. We aim to capture all your achievements during the performance review period. The details you enter will be part of your Performance Appraisal. If you need to include any additional printed sheets, please sign, date, and submit them to your Department Head. Additionally, if someone else 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, Conflict Management, Organizational Fluency, Creativity, Problem Solving

Part 2: Results of 360-Degree Feedback

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  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 Takes immediate action on poor performance
  1. Conflict Management: Facilitates collaborative processes to reduce conflict. Possesses the necessary skills to manage conflict and relationships. Avoids being judgmental and micromanaging of employees. Attempts to accommodate vital interests of those who felt alienated or suffered injustice.
  1. Organizational Fluency: Is aware of other organizational cultures to compare/contrast with the current organizational culture. Able to use corporate politics to advance department objectives. Able to deal with sensitive issues with tact and professionalism. Understands the current organizational culture.
  1. Creativity: Adds value to the department/organization. Inspires creativity in their team. Conceives, implements and evaluates ideas. Creates a lot of new ideas.
  1. Problem Solving: Identifies the specific resources required to tackle different aspects of a problem and then assigns the resources where they'll have the greatest impact. Involves team members in conversations about the problem to improve communication and teamwork, which helps in finding and applying the best solutions. Creates a table or chart to compare the solutions side-by-side across all evaluation criteria. Adept at conducting an exhaustive Critical Incident interview.

Part 3: Summary of 360-Degree Feedback

Part 4: Bonus Pay

The supervisor now must consider which of the following adjustments to make to compensation.
Changes made here are reflected in the Salary Recommendations section at the beginning of this form.
Midpoint of Scale Status

Consider eligibility for Movement to Midpoint:
Yes: If Yes, continue with this section below
No, If no continue to next section

Depending on your responses, the computer may show (or hide) certain elements of the form.
Merit Pay Section
When this form was initially loaded, the employee was eligible for Merit Pay.
However, if the scores on Job Performance Criteria were too low, then the eligibility would change.

Consider eligibility for Merit Pay:
Yes: If Yes, continue with this section below
No, If no continue to next section
Change the scores on Job Performance Criteria to see how it affects this section.
Experience Pay Section

Eligible for Experience Pay:
Yes: If Yes, continue with this section below
No, If no continue to next section



Part 5: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 6: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments