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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.
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  1. Goals: Conducts timely follow-up; keeps others informed on a need to know basis. Sets high expectations and goals; encourages others to support the organization. Achieves goals. Achieves established goals.
  1. Performance: Works well in this position. Effective in performing his/her job. Has great overall performance Shown significant improvement in job performance.
  1. Innovation: Leverages disruptive innovation to enhance simplicity and convenience, meeting the changing needs of their customers. Willing to entertain and experiment with new ideas leading to potential breakthrough innovations and competitive advantages. Fosters continuous improvement processes. Fosters a creative and innovative work environment.
  1. Customer Focus: Does not hesitate to address customer concerns or complaints. Understands the needs of the customer. Delivers on commitments made to customers. Follows up with any unanswered questions from the customer.
  1. Empowering Others: Encourages others to obtain necessary skills and training. Recognizes that employees may need flexibility in their working hours. Views others in the department as valued assets to be trained and employed. Is confident in the abilities of employees assigned important tasks.
  1. Business Acumen: Understands business fundamentals and practices. Sponsors and promotes business efficiency changes. Describes and summarizes data. Able to align resources to meet the business needs of the company.
  1. Strategic Insight: Creates a vision for the organization based on insights gathered from other companies in the industry. Creates a mission statement describing the purpose for the organization. Implements long-term solutions to problems. Identifies potential problems before they become critical incidents.
  1. Organizational Fluency: Able to explain departmental policies and procedures to others. Effective in communicating with others within the organization. Is aware of other organizational cultures to compare/contrast with the current organizational culture. Able to use corporate politics to advance department objectives.
  1. Self Management: Is aware of personal impact on others and adjusts behavior to create a positive leadership presence. Steps away from a situation to process appropriate response. Analyzes interpersonal problems instead of reacting to them. Sets an example for associates during stressful periods by maintaining a positive, can-do attitude.
  1. Supervisory Skills: Facilitates open communication between employees. Provides detailed feedback to employees. Instructs employees on the safest way to perform tasks. Motivates and inspires high performance by team members.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments