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Flexibility - Performance Management Assessment Sample #3


Performance Assessments that include Flexibility:
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:
Flexibility, Problem Solving, Technical, Managing Risk, Co-worker Development, Negotiation, Organizational Fluency

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. Flexibility: Supports a flexible culture that values continuous improvement and innovation. Can handle changes without complaining. Adapts processes and procedures in response to changes in the work environment. Responds positively to unanticipated changes in the work schedule.
  1. Problem Solving: Adapts to different problems by applying a wide range of strategies and techniques. Collects relevant information and data. Solicits information about the problem from team members. Reacts to unforeseen consequences of implemented solutions to problems.
  1. Technical: Willingly shares his/her technical expertise; sought out as resource by others Demonstrates mastery of the technical competencies required in his/her work. Is knowledgeable of procedures or systems necessary for the job. Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices
  1. Managing Risk: Presents regular/monthly reports to the audit committee. Prioritizes risks to act on critical issues first. Attends risk management seminars and conferences. Designs risk response activities that are proportionate to the level of risk.
  1. Co-worker Development: Takes immediate action on poor performance Provides ongoing feedback to co-workers on their development progress Gives others development opportunities through project assignments and increased job responsibilities Adapts coaching and mentoring approach to meet the style or needs of individuals
  1. Negotiation: Able to adapt to dynamic situations created by new information or unexpected challenges. Establishes a positive connection with the other party to create a more collaborative atmosphere, making it easier to reach mutually beneficial agreements. Is an effective negotiator, fostering positive relationships and achieving good outcomes. Able to manage and resolve conflicts constructively.
  1. Organizational Fluency: Effective in communicating with others within the organization. Understands the current organizational culture. Able to deal with sensitive issues with tact and professionalism. Able to explain departmental policies and procedures 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