Establishing Focus Direction - Performance Management Assessment Sample #3


Performance Assessments that include Establishing Focus Direction:
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:
Establishing Focus/Direction, Creativity, Time Management, Objectives, Collaboration, 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. Establishing Focus/Direction: Excellent at managing time. Helps guide employees with prioritizing tasks. Sets appropriate goals for employees. Makes sure that employees understand how their work relates to organizational goals.
  1. Creativity: Develops solutions to challenging problems. Is creative and inspirational. Adds value to the department/organization. Creates a lot of new ideas.
  1. Time Management: Manages the workload effectively in order to stay on schedule. Sets clearly defined goals. Continues working on the most important tasks until they are completed. Sets a good balance between work and family life.
  1. Objectives: Establishes goals and objectives. Consistently provides me with timely feedback for improving my performance. Able to organize work. Works toward achieving established goals and objectives.
  1. Collaboration: Creates a culture that encourages understanding and valuing diverse perspectives to effectively resolve conflicts. Addresses interpersonal issues with a collaborative mindset. Works with others to develop strategies to identify needs and priorities. Fosters a cooperative environment rather than a highly competitive one.
  1. Customer Focus: Is committed to the customer's success. Is honest in all communication with the customers. Ensures commitments made to customers are completed to the customer's satisfaction. Helps others in responding to customer needs.
  1. Coaching: Meets regularly with employees to coach them on areas that will enhance their performance Conducts regular performance appraisals and feedback. Develops the skills and capabilities of others. Coaches employees in how to strengthen knowledge and skills to improve work performance.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments