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.
  1. Flexibility: Remains agile and responsive to address changing needs in a dynamic environment. Allows for flexibility in the agenda for the team meeting. Balances multiple perspectives to find common ground and innovative solutions. Able to produce goods and services across a wide spectrum of business needs.
  1. Problem Solving: Implements effective solutions to critical problems. Identifies fresh approaches and shows a willingness to question traditional assumptions. Ability to solve problems at root cause rather than at symptom level. Effective in solving problems.
  1. Technical: Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices Demonstrates mastery of the technical competencies required in his/her 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. Knows how to produce high quality products/work.
  1. Managing Risk: Creates a risk management strategy for the department. Monitors the effectiveness of risk management strategies. Tracks risks in a project. Is aware of process safety management.
  1. Co-worker Development: Gives others development opportunities through project assignments and increased job responsibilities Sets and clearly communicates expectations, performance goals, and measurements to others Provides ongoing feedback to co-workers on their development progress Takes immediate action on poor performance
  1. Negotiation: Establishes a strong, cooperative atmosphere; defines expectations; and presents a well-structured agenda aligned with key priorities. Identifies goals and objectives desired as well as the strengths and weaknesses currently possessed. Makes initial offers based on high aspirations conveying a robust BATNA (Best Alternative to a Negotiated Settlement). Sets and maintains firm negotiating limits and boundaries.
  1. Organizational Fluency: Understands departmental policies and procedures. Gets things done through the department. Adept at navigating within the culture of the department. Is aware of other organizational cultures to compare/contrast with the current organizational culture.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments