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Delegation - Performance Management Assessment Sample #3


Performance Assessments that include Delegation:
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:
Delegation, Establishing Focus/Direction, Communication Skills, Action, Feedback, Problem Solving, Technology Use/Management, Client Focus, Customer Focus, Coaching

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. Delegation: Encourages and empowers subordinates to use initiative in achieving goals and objectives. Delegates tasks, responsibilities, and accountability as appropriate to the level of employee. Sets clear and reasonable expectations for others and follows through on their progress. Defines goals and objectives for subordinates.
  1. Establishing Focus/Direction: Functions well under stress, deadlines, and/or significant workloads. Makes sure that employees understand and identify with the team's mission. Aligns the department's goals with the goals of the organization. Excellent at managing time.
  1. Communication Skills: Delivers messages with energy, enthusiasm, and conviction. Makes the complex simple. Summarizes the question to verify comprehension. Facilitates seamless communication across all management levels.
  1. Action: Takes steps to prepare for the start of the project. Maintains a sense of urgency in daily work routines. Delegates tasks and assignments to subordinates as soon as a request has been made. Works at a quick pace.
  1. Feedback: Shares past experiences with others as learning opportunities. Is visible and approachable. Considers other's opinion and suggestions. Accepts the views of others.
  1. Problem Solving: Ensures that the right resources are available when and where they are needed, speeding up the problem-solving process. Develops innovative solutions to problems. Solicits information about the problem from team members. Accurately evaluates the implications of new information or events.
  1. Technology Use/Management: Maximizes the use of new technology to deliver products and services. Proficient in the use of technical systems and processes. Supports employee training and development initiatives regarding implementation of technology. Identifies gaps between actual and needed technical competencies and provides recommendations for required training.
  1. Client Focus: Identifies the most pressing needs of each client. Sets an example for excellent client relations. Anticipates problems that the client may encounter. Ensures clients are comfortable with the services provided.
  1. Customer Focus: Provides a responsive service that meets the needs of customers. Helps others in responding to customer needs. Documents customer interactions. Creates an environment that enables customers to receive excellent service.
  1. Coaching: Helps employees to understand responsibilities, authority, and expectations. Coaches employees in how to strengthen knowledge and skills to improve work performance. Helps employees to maintain high personal standards. Provides clear, motivating, and constructive feedback.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments