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.
  1. Emotional Intelligence: Is able to express themselves clearly. Is able to manage their own emotions. Able to understand others' points of view. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
  1. Continual Improvement: Analyzes processes to determine areas for improvement. Looks for ways to expand and learn new job skills. Encourages an employee culture of continuous improvement to seek out better ways of doing things. Looks for ways to improve work processes and procedures.
  1. Delegation: Clearly defines duties and tasks to be completed. Allows subordinates to use their own methods and procedures. Entrusts subordinates with important tasks. Tells subordinates what to do, not how to do it.
  1. Decision Making: Makes decisions that support the department's goals and objectives. Defines parameters that will impact the decision making process. Carefully evaluates information before making an important decision. Formulates imaginative decisions.
  1. Technical: Willingly shares his/her technical expertise; sought out as resource by others Seeks information from others as needed. Is knowledgeable of procedures or systems necessary for the job. Demonstrates mastery of the technical competencies required in his/her work.
  1. Interpersonal Skills: Is thoughtful and honest about the feedback they give others. Understands the core issues of conversations. Expresses appreciation of other's work. Anticipates the concerns of other employees.
  1. Client Focus: Anticipates resources needed to meet the client needs. Prioritizes the needs and preferences of the client. Treats clients with courtesy and respect. Accepts responsibility for ensuring client satisfaction.
  1. Negotiation: Establishes good working relationships with others. Prepares thoroughly by analyzing and understanding each party's interests, alternatives, and options. Is aware of the needs of the other party. Identifies goals and objectives desired as well as the strengths and weaknesses currently possessed.
  1. Recognition: Recognizes the abilities and skills of self and others Compliments other people when they do good work Says "thank you" to show appreciation for work of others. Recognizes team members who offer a significant contribution to a project.
  1. Vision: Leads with a growth-oriented mindset, driving innovation and expansion. Creates a vision to align corporate strategies with the organization's value system. Creates a compelling vision inspires employees, giving them a sense of purpose and direction. Focuses subordinates' work on critical aspects of the vision.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments