hr-survey.com

Creativity - Performance Management Assessment Sample #10


Performance Assessments that include Creativity:
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:


Part 2: Results of 360-Degree Feedback

Edit this Survey
Would you like to edit this survey? Click here to begin.


  1. Creativity: Conceives, implements and evaluates ideas. Creates a lot of new ideas. Develops solutions to challenging problems. Is creative and inspirational.
  1. Professional Development: Keep themselves up-to-date of technical/professional issues Demonstrate enthusiasm and a willingness to learn new skills and knowledge Contributing fully to the extent of their skills Allows employees to fully participate in employee training and professional development.
  1. Supervisory Skills: Has a high degree of multi-cultural competence to supervise individuals of various cultural backgrounds. Communicates effectively with employees. Delegates effectively. Conveys instructions, directives and guidelines to the employees.
  1. Performance: Able to organize work. Shown significant improvement in job performance. ...Overall Performance Has great overall performance
  1. Responsible: Is a person you can trust. Works in a way that makes others want to work with her/him. Completes assigned work tasks. Behavior is ethical and honest.
  1. Planning: Conducts regular assessments of the project status to ensure adherence to the set schedule. Adjusts and rearranges the schedule to maximize efficiency. Sets the appropriate sequence of tasks to efficiently achieve the goal. Understands what equipment will be needed for the project.

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