Global Perspective - Performance Management Assessment Sample #3


Performance Assessments that include Global Perspective:
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:
Global Perspective, Company, Accountability, Action, Continual Improvement, Professional Development, Emotional Intelligence, Management, Delegation, Administrative Skill, Technology Use/Management

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. Global Perspective: Is able to work with individuals having different backgrounds and cultures. Communicates effectively on a multi-lingual basis. Sets the example for team on importance of cultural awareness. Forms strong client relationships with international partners.
  1. Company: Understands the "basics" as to how [Company] functions/operates. Understands the use of [Company] products and services. Follows existing procedures and processes. Attends [Company] gatherings and social events.
  1. Accountability: Consistently strives to complete work on time or ahead of schedule. Takes responsibility for seeing the project through to completion. Accepts accountability for their actions and results. Accepts personal responsibility for not meeting expectations.
  1. Action: Takes preemptive actions avoid obstacles or delays. Acts immediately instead of waiting for someone else to solve the issue. Takes action when opportunities arise. Is not afraid to take action when necessary.
  1. Continual Improvement: Looks for ways to expand and learn new job skills. Looks for ways to improve work processes and procedures. Promotes training and development opportunities to enhance job performance. Searches for new methods, techniques, and processes that increase efficiency and reduce costs.
  1. Professional Development: Encourages employees to take courses relevant to their job. Seeks opportunities for continuous learning. Contributing fully to the extent of their skills Quickly acquire and apply new knowledge and skills when needed
  1. Emotional Intelligence: Is attentive to emotional cues and interprets others' feelings correctly. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems. Is able to express themselves clearly. Helps to make decisions and solve problems using knowledge about how others will react in certain situations.
  1. Management: Keep staff informed about what is happening in the company Is ready to offer help Sets an example for others to follow Makes you feel enthusiastic about your work
  1. Delegation: Defines goals and objectives for subordinates. Clearly defines duties and tasks to be completed. Sets clear and reasonable expectations for others and follows through on their progress. Tells subordinates what to do, not how to do it.
  1. Administrative Skill: Takes responsibility for decisions. Completes reports on-time. Strong organizational skills to keep the workspace and department in order Implements and uses performance measures.
  1. Technology Use/Management: Supports technical training and development of employees. Applies complex rules and regulations to maintain optimal system performance. Identifies gaps between actual and needed technical competencies and provides recommendations for required training. Proficient in the use of technical systems and processes.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments