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Feedback - Performance Management Assessment Sample #3


Performance Assessments that include Feedback:
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:
Feedback, Professional Development, Attitude, Cultural Awareness, Project Management, Decision Making, Commitment To Result, Technical, Trustworthy, Co-worker Development

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. Feedback: Is visible and approachable. Is easy to approach with ideas and opinions. Looks to others for input. Shares past experiences with others as learning opportunities.
  1. Professional Development: Keep themselves up-to-date of technical/professional issues Quickly acquire and apply new knowledge and skills when needed Demonstrate enthusiasm and a willingness to learn new skills and knowledge Seeks opportunities for professional development.
  1. Attitude: Treats all people fairly and with respect. Contributes to a positive work environment. Works to eliminate unnecessary work or barriers that get in others' way. Shows by their actions that they trust in the positive intentions of others.
  1. Cultural Awareness: Helps other employees to become more culturally sensitive. Is aware of cultural differences in business etiquette. Understands how their own cultural background can impact the way they communicate and interact with others. Hires individuals with different cultural backgrounds for the department.
  1. Project Management: Creates a schedule for the different phases of the project. Correctly estimates the cost of supplies for the project. Uses appropriate software tools to assist in managing the project. Identifies the source materials that will be needed.
  1. Decision Making: Is creative about the decisions they make. Acts confidently in the absence of guidance. Examines for patterns in data to help predict future possibilities. Examines relevant factors needed to make a decision.
  1. Commitment To Result: Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service. Able to focus on a task even when working alone. Committed to the team. Willing to do whatever it takes-not afraid to have to put in extra effort.
  1. Technical: Seeks information from others as needed. Willingly shares his/her technical expertise; sought out as resource by others 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.
  1. Trustworthy: Delivers on promises made. Consistently keeps commitments. Builds and maintains the trust of others. Works in a way that makes others want to work with her/him.
  1. Co-worker Development: Adapts coaching and mentoring approach to meet the style or needs of individuals Gives others development opportunities through project assignments and increased job responsibilities Works to identify root causes of performance problems Sets and clearly communicates expectations, performance goals, and measurements to others

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments