Goals - Performance Management Assessment Sample #3


Performance Assessments that include Goals:
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:
Goals, Performance, Innovation, Customer Focus, Empowering Others, Business Acumen, Strategic Insight, Organizational Fluency, Self-Management, Supervisory Skills

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. Goals: Conducts timely follow-up; keeps others informed on a need to know basis. Achieves goals. Understands & contributes to development of strategic goals. Achieves established goals.
  1. Performance: Able to organize work. Sets a high standard for job performance. Shown significant improvement in job performance. Effectively organizes resources and plans
  1. Innovation: Builds upon the ideas and solutions of others. Creates improved methods or solutions for meeting goals and objectives. Develops new products and services. Encourages open communication to ensure that all proposals are considered.
  1. Customer Focus: Is competent in handling customer cases. Documents customer interactions. Is focused on improving customer services. Fulfills commitments made to customers.
  1. Empowering Others: Encourages employees to solve problems on their own. Allows employees the opportunity to take time off when needed. Recognizes and rewards employees who make important decisions and take action when necessary. Gives employees opportunities to demonstrate their skills.
  1. Business Acumen: Describes and summarizes data. Understands financial terminology, statements. Conducts thorough market research to understand industry trends, customer needs, and competitive landscapes. Keeps informed of current income and expenses.
  1. Strategic Insight: Understands the Company's strengths and weaknesses and uses this information to create optimal solutions to problems. Allocates proper resources for employee training to meet future needs based on insight into employee skill levels. Attends industry conferences to gain further insight into how other companies deal with similar issues. Converses with customers and clients to get a better insight into their personal needs.
  1. Organizational Fluency: Anticipates problems that may affect the department. Is aware of other organizational cultures to compare/contrast with the current organizational culture. Effective in communicating with others within the organization. Adept at navigating within the culture of the department.
  1. Self Management: Analyzes interpersonal problems instead of reacting to them. Is aware of personal impact on others and adjusts behavior to create a positive leadership presence. Uses patience and self-control in working with customers and associates. Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding.
  1. Supervisory Skills: Sets a good example for others to follow. Offers instructions and guidance to subordinates. Facilitates team members working well together. Informs employees of what tasks need to be completed on each shift.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments