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.
  1. Feedback: Considers other's opinion and suggestions. Shares past experiences with others as learning opportunities. Actively seeks feedback from others. Is easy to approach with ideas and opinions.
  1. Professional Development: Seeks opportunities for professional development. Demonstrate enthusiasm and a willingness to learn new skills and knowledge Seeks opportunities for continuous learning. Contributing fully to the extent of their skills
  1. Attitude: Treats all people fairly and with respect. Visibly supports and encourages diversity in style and background. Works to eliminate unnecessary work or barriers that get in others' way. Contributes to a positive work environment.
  1. Cultural Awareness: Is aware of the similarities and differences among and between cultural groups. Develops skills and attitudes to bridge cultural differences. Is sensitive to the similarities and differences that exist between cultures. Actively listens to other employees' stories about their culture.
  1. Project Management: Understands the budget constraints for the project. Initiates large projects. Estimates the staffing requirements for the project. Coordinates timelines, events and tasks with various sub-groups within the project.
  1. Decision Making: Takes into account the impact decisions will have on others. Applies creative reasoning in making decisions. Determines the costs and potential benefits of decisions. Makes decisions that support the department's goals and objectives.
  1. Commitment To Result: Encourages commitment in others to obtain results. Committed to the team. Able to focus on a task even when working alone. Takes immediate action toward goals.
  1. Technical: Is knowledgeable of procedures or systems necessary for the job. Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished. Knows how to produce high quality products/work. Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice.
  1. Trustworthy: Is a person you can trust. Takes care to maintain confidential information. Communicates an understanding of the other person's interests, needs and concerns. Demonstrates a sense of responsibility and commitment to public trust.
  1. Co-worker Development: Works to identify root causes of performance problems Gives others development opportunities through project assignments and increased job responsibilities Adapts coaching and mentoring approach to meet the style or needs of individuals 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