Innovation - Performance Management Assessment Sample #3


Performance Assessments that include Innovation:
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:
Innovation, Continual Improvement, Project Management, Delegation, Quality, Trustworthy, Developing Others, Business Acumen, Strategic Insight, Vision

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. Innovation: Suggests new ideas at meetings. Develops new products and services. Creates improved methods or solutions for meeting goals and objectives. Offers constructive improvements to existing systems.
  1. Continual Improvement: Analyzes processes to determine areas for improvement. Searches for new methods, techniques, and processes that increase efficiency and reduce costs. Promotes training and development opportunities to enhance job performance. Encourages an employee culture of continuous improvement to seek out better ways of doing things.
  1. Project Management: Develops a plan for resource management. Establishes communication protocols for messaging team members and stakeholders. Locates the equipment and supplies needed for the project. Makes sure all team members understand their roles.
  1. Delegation: Entrusts subordinates with important tasks. Clearly defines duties and tasks to be completed. Defines goals and objectives for subordinates. Allows subordinates to use their own methods and procedures.
  1. Quality: Creates effective policies regarding quality of services and products. Effectively coordinates with other departments to improve quality. Holds employees accountable for their quality of work. Develops a quality manual to assist in troubleshooting issues and documenting the quality management system.
  1. Trustworthy: Takes care to maintain confidential information. Seeks to mitigate grievances by clarifying intentions and finding suitable remedies. Builds and maintains the trust of others. Consistently keeps commitments.
  1. Developing Others: Creates opportunities for professional development. Provides constructive feedback to others. Recognizes and celebrates accomplishments of others. Is open to receiving feedback.
  1. Business Acumen: Considers environmental, social, and governance (ESG) factors to ensure the business is sustainable in the long run. Can effectively interpret and analyze market data. Understands our competitors and their strengths and weaknesses. Able to align resources to meet the business needs of the company.
  1. Strategic Insight: Analyzes records and reports to obtain insight into potential issues and trends. Analyzes unique issues or problems impacting the Company. Anticipates business cycles and trends and makes adjustments in a timely manner. Inspires employees to adopt the strategic plan.
  1. Vision: Creates a timeline to fulfill the organization's vision. Converts the department's vision into specific goals and a strategic plan. Creates strategic initiatives that support the organization's common vision. Plans a roadmap for the department's growth and expansion.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments