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Initiative - Performance Management Assessment Sample #3


Performance Assessments that include Initiative:
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:
Initiative, Communication Skills, Action, Self-Management, Management, Project Management, Delegation, Partnering/Networking, Business Acumen, Strategic Insight, Global Perspective

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. Initiative: Acts on own initiative to improve the department outcomes. Takes the initiative to solve pressing issues. Acts with urgency when time is limited. Is a self-starter. Does not wait to be told to do something.
  1. Communication Skills: Provides the reasoning behind choices and actions. Presents clear and persuasive information in reports. Addresses issues of key importance to stakeholders. Willing to accept feedback from others.
  1. Action: Changes course to meet the needs of a new situation. Is not afraid to take action when necessary. Takes action when necessary. Is ambitious when working on the project.
  1. Self Management: Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger. Is aware of personal impact on others and adjusts behavior to create a positive leadership presence. Does not allow own emotions to interfere with the performance of others. Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding.
  1. Management: Takes responsibility for things that go wrong Sets an example for others to follow Makes you feel enthusiastic about your work Delegate tasks effectively
  1. Project Management: Outlines the key objectives for the project. Uses scheduling software to create and monitor the timeline. Identifies potential risks to completing the project on time. Creates a risk management plan and periodically updates it as the project moves forward.
  1. Delegation: Encourages and empowers subordinates to use initiative in achieving goals and objectives. Defines the roles, responsibilities, required actions, and deadlines for team members. Delegates tasks, responsibilities, and accountability as appropriate to the level of employee. Delegates authority and responsibility to subordinates and holds them accountable for their actions.
  1. Partnering/Networking: Guarantees equitable and fair treatment for all network participants. Engages in collaborative problem-solving to address shared challenges. Optimizes processes by leveraging each function's strength. Forms strong relationships with customers.
  1. Business Acumen: Understands our competitors and their strengths and weaknesses. Thoroughly understands the business needs of the customer. Understands financial terminology, statements. Understands the financial metrics used by the department.
  1. Strategic Insight: Identifies potential problems before they become critical incidents. Implements long-term solutions to problems. Understands how to strategically grow the business and increase customers. Converses with customers and clients to get a better insight into their personal needs.
  1. Global Perspective: Applies knowledge of overseas markets. Understands global systems such as the global economy. Is aware of the culture, behaviors, identities and beliefs of others. Comfortable using teleconferencing equipment to facilitate meetings with others abroad.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments