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Decision Making - Performance Management Assessment Sample #3


Performance Assessments that include Decision Making:
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:
Decision Making, Continual Improvement, Punctuality, Attitude, Project Management, Quality, Technical, Technology Use/Management, Regulatory/Compliance, Recognition

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. Decision Making: Views the long and short-term impact of decisions. Determines the costs and potential benefits of decisions. Open to the suggestions from subordinates. Breaks complex issues into manageable parts and organizes them in a systematic way before making decisions
  1. Continual Improvement: Open to the suggestions from others. Promotes training and development opportunities to enhance job performance. Analyzes processes to determine areas for improvement. Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
  1. Punctuality: Maintains an efficient schedule of activities. Conducts appointments at scheduled start time. Avoids making personal phone calls during working hours. Arrives to meetings on time.
  1. Attitude: Contributes to a positive and fun work environment. Contributes to a positive work environment. Shows by their actions that they trust in the positive intentions of others. Works to eliminate unnecessary work or barriers that get in others' way.
  1. Project Management: Ensures the project is executed on time and on budget. Identifies the source materials that will be needed. Ensures that the project remains at or under budget. Locates the equipment and supplies needed for the project.
  1. Quality: Verifies the operators have the necessary equipment and supplies to ensure high quality. Makes sure cleanliness standards are met to reduce the possibility of contamination. Implements appropriate training to maintain high quality standards. Effectively works with Quality Control (QC) engineers.
  1. Technical: Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices Demonstrates mastery of the technical competencies required in his/her work. Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished. Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice.
  1. Technology Use/Management: Identifies gaps between actual and needed technical competencies and provides recommendations for required training. Supports technical training and development of employees. Applies complex rules and regulations to maintain optimal system performance. Uses technology in decision making and problem solving.
  1. Regulatory/Compliance: Is aware of federal and local laws affecting employees. Establishes clear communication channels and lines of communication for compliance related issues. Familiar with EEOC, FLSA, OSHA and ERISA acts/standards. Creates and maintains necessary regulatory documentation.
  1. Recognition: Offers recognition in a timely manner. Recognizes individuals for a specific outstanding achievement. Says "thank you" to show appreciation for work of others. Lets employees know when they have done well

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments