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Empowering Others - Performance Management Assessment Sample #3


Performance Assessments that include Empowering Others:
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:
Empowering Others, Responsible, Recognition, Vision, Flexibility, Accountability, Continual Learning, Management, Innovation

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. Empowering Others: Allows employees to make their own decisions. Allows employees the opportunity to take time off when needed. Gives responsibility for making important decisions to employees. Values the opinions of others.
  1. Responsible: Holds herself / himself accountable to goals / objectives Completes assigned work tasks. Behavior is ethical and honest. Sets high personal standards of performance.
  1. Recognition: Recognizes team members who offer a significant contribution to a project. Finds opportunities to recognize others. Reinforces and rewards employees for accomplishing necessary goals. Lets employees know when they have done well
  1. Vision: Assigns the responsibility of implementing the vision to the team, ensuring they have clear guidance, adequate resources, and the necessary authority. Effectively communicates the vision to employees. Establishes the direction and strategy for the organization. Sets a schedule for achieving the organization's vision.
  1. Flexibility: Willing to change ideas or perceptions based on new information. Acts decisively in frequently changing and uncertain environment. Demonstrates the ability to modify training methods and materials to suit visual, auditory, and kinesthetic learners, thereby enhancing overall comprehension and engagement. Effectively manages changes in financial resources.
  1. Accountability: Expects employees to accept the consequences of their actions. Holds employees accountable for their participation in solving department problems and issues. Takes responsibility for their actions and admits mistakes openly. Takes full responsibility for unmet expectations and makes corrective actions immediately.
  1. Continual Learning: Improves on their skill sets. Views setbacks as opportunities to learn from. Pursues self-improvement through continual learning. Builds on their strengths while addressing their weaknesses.
  1. Management: Sets an example for others to follow Keep staff informed about what is happening in the company Takes responsibility for things that go wrong Makes you feel enthusiastic about your work
  1. Innovation: Follows through and implements innovation initiatives. Encourages a diverse range of ideas and perspectives to cultivate an environment where innovation thrives. Facilitates acceptance of new ideas. Takes risks to advance important ideas.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments