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.
  1. Delegation: Tells subordinates what to do, not how to do it. Sets clear and reasonable expectations for others and follows through on their progress. Encourages and empowers subordinates to use initiative in achieving goals and objectives. Entrusts subordinates with important tasks.
  1. Establishing Focus/Direction: Functions well under stress, deadlines, and/or significant workloads. Helps guide employees with prioritizing tasks. Excellent at managing time. Makes sure that employees understand and identify with the team's mission.
  1. Communication Skills: Open to receiving feedback from others. An effective listener who is responsive to information needs. Provides feedback in a helpful and respectful way, focusing on improvement. Presents information in a clear and logical format.
  1. Action: Works at a quick pace. Works across organizational lines and boundaries to attain goals. Does not procrastinate when there is a job to be done. Persists in work despite obstacles encountered.
  1. Feedback: Is easy to approach with ideas and opinions. Considers other's opinion and suggestions. Actively seeks feedback from others. Shares past experiences with others as learning opportunities.
  1. Problem Solving: Ability to solve problems at root cause rather than at symptom level. Skilled at quickly diagnosing issues, identifying root causes, and developing and implementing effective solutions in the workplace. Effective in solving problems. Identifies and assesses all potential responses to a problem.
  1. Technology Use/Management: Supports technical training and development of employees. Applies complex rules and regulations to maintain optimal system performance. Understands and is committed to implementing new technologies. Supports employee training and development initiatives regarding implementation of technology.
  1. Client Focus: Consistently demonstrates a client focus. Responds to feedback from clients. Accepts responsibility for ensuring client satisfaction. Meets with clients on a regular basis.
  1. Customer Focus: Maintains positive customer relationships. Responsive to customer needs. Keeps the customer informed of all progress. Is above average in addressing the needs of the customers.
  1. Coaching: Coaches employees in how to strengthen knowledge and skills to improve work performance. Helps employees to maintain high personal standards. Addresses employee behavior problems effectively. Helps employees to understand responsibilities, authority, and expectations.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments