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Emotional Intelligence - Performance Management Assessment Sample #3


Performance Assessments that include Emotional Intelligence:
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:
Emotional Intelligence, Continual Improvement, Delegation, Decision Making, Technical, Interpersonal Skills, Client Focus, Negotiation, Recognition, Vision

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. Emotional Intelligence: Is able to control their own emotions. Is able to manage their own emotions. Accurately perceives the emotional reactions of others. Is able to express themselves clearly.
  1. Continual Improvement: Looks for ways to improve work processes and procedures. Analyzes processes to determine areas for improvement. Looks for ways to expand and learn new job skills. Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
  1. Delegation: Allows employees to decide how they wish to complete the tasks. Encourages and empowers subordinates to use initiative in achieving goals and objectives. Entrusts subordinates with important tasks. Allows subordinates to use their own methods and procedures.
  1. Decision Making: Is firm in their decision and not easily influenced by the whims of others. Takes into account the impact decisions will have on others. Remains focused on the immediate goal when making decisions. Evaluates information before making a final decision.
  1. Technical: Willingly shares information and expertise; sought out as resource by others Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished. Willingly shares his/her technical expertise; sought out as resource by others Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices
  1. Interpersonal Skills: Maintains open and regular communication with others. Takes time to recognize the efforts of others. Gives constructive feedback on performance reviews. Comes across as credible, knowledgeable and sincere
  1. Client Focus: Provides training to others on how to improve client service. Ensures clients are comfortable with the services provided. Anticipates problems that the client may encounter. Is committed to resolving client issues in a positive way.
  1. Negotiation: Creates a constructive atmosphere, building a positive relationship for cooperative negotiations. Uses the motivations of each party to identify mutually advantageous solutions. Keeps the negotiations constructive and focused on problem-solving rather than conflict. Conducts necessary preparations before engaging in negotiations.
  1. Recognition: Compliments other people when they do good work Lets employees know when they have done well Recognizes the abilities and skills of self and others Reinforces and rewards employees for accomplishing necessary goals.
  1. Vision: Transforms the department's vision into a clearly defined, actionable set of goals and a comprehensive strategic plan. Creates an ambitious and aspirational vision for the company. Creates a compelling vision inspires employees, giving them a sense of purpose and direction. Fosters a leadership vision that promotes innovation and growth.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments