Decision Making - Performance Management Assessment Sample #10

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:
Provide an objective evaluation of an employee's performance and to share this feedback with the employee
Assist in determining the true development needs of the employee and actions that should be taken to improve their job performance.
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:

Remove from Probationary Status

Extend Probationary Status to Date:

If on Regular Employment Status:

Continue Full-Time Status

Continue Part-Time Status

Develop Corrective Action Plan1

Continue Corrective Action Plan; to be reviewed on Date:

Reinstate Previously Formulated Corrective Action Plan1

Recommend Termination of Employment1

Justification for the above Status Recommendation:

Competencies Included:
Decision Making, Action, Attitude, Change Management, Strategic Focus

Part 2: Results of 360-Degree Feedback

Decision Making: Decides which short- and long-term goals should be created. Receptive to new ideas from others when making decisions. Identifies parameters impacting the decision. Effectively chooses appropriate courses of action.

Action: Displays high energy and enthusiasm on consistent basis. Converts plans into actions. Establishes the tasks and direction for the team. Is proactive in developing solutions to problems.

Attitude: Works to eliminate unnecessary work or barriers that get in others' way. Shows by their actions that they trust in the positive intentions of others. Visibly supports and encourages diversity in style and background. Contributes to a positive and fun work environment.

Change Management: Facilitates change with minimal resistance. Effective in implementing new organizational vision and values. Develops a strategy for implementing changes. Supports the Company's efforts to implement changes.

Strategic Focus: Determines the best approach to achieving desired goals. Exploits resources and capabilities strategically to increase production and responsiveness. Develops a strategic vision for the future. Creates a strategy to pursue and maintain a competitive advantage in business.

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.

Already at Midpoint:

Yes: If Yes, continue on to Merit Pay Section
No: If No, continue within this section directly below

Movement to Midpoint Recommended:

Yes: If Yes, enter supporting rationale below and then go to Merit Pay Section
No: If No, enter supporting rationale and stop here.

Rationale:

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.

Based on automated scoring % Merit Pay is Recommended

Merit Pay Recommended:

Yes: If Yes, specify amount below and enter justification
No: If No, enter supporting rationale and stop here.

Merit Pay Recommended in the amount equal to % of current base pay.

Rationale:

Experience Pay Section

Eligible for Experience Pay:

Yes: If Yes, continue with this section below
No, If no continue to next section

Experience Pay Recommended:

Yes: If Yes, specify amount below and enter justification
No: If No, enter supporting rationale and stop here.

Experience Pay Recommended in the amount equal to % of current base pay.

Rationale:

Part 5: Individual Productivity and/or SMART Goals

Employee Comments

Supervisor Comments

Part 6: Team Productivity and/or SMART Goals

Employee Comments

Supervisor Comments