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Integrity - Performance Management Assessment Sample #3


Performance Assessments that include Integrity:
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:
Integrity, Supervisory Skills, Delegation, Initiative, Commitment To Result, Safety, Co-worker Development, Conflict Management, Negotiation, Organizational Fluency

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. Integrity: Fosters a high standard of ethics and integrity. Fosters an environment built upon trust. Demonstrates honesty and truthfulness at all times. Follows tasks to completion.
  1. Supervisory Skills: Speaks to all employees involved to get a complete picture of the situation. Instructs employees on the proper way to perform tasks. Listens to the concerns of employees. Resolves disputes in a way that quickly reaches mutual agreement.
  1. Delegation: Delegates authority and responsibility to subordinates and holds them accountable for their actions. Clearly defines duties and tasks to be completed. Tells subordinates what to do, not how to do it. Defines goals and objectives for subordinates.
  1. Initiative: Informs the manager of any important changes in the equipment operation. Takes on additional tasks without being asked or told to do so. Takes decisive action to address problems, following up with relevant team members and coaching them on how to improve. Immediately works on solving problems.
  1. Commitment To Result: Coordinates all department activities into a cohesive team effort. Encourages commitment in others to obtain results. Takes immediate action toward goals. Willing to do whatever it takes-not afraid to have to put in extra effort.
  1. Safety: Supports our company's safety programs. Develops a sustainable safety culture. Participates in safety training as applicable. Participates in safety training when available.
  1. Co-worker Development: Provides ongoing feedback to co-workers on their development progress Adapts coaching and mentoring approach to meet the style or needs of individuals Works to identify root causes of performance problems Takes immediate action on poor performance
  1. Conflict Management: Seeks to achieve mutually acceptable outcomes. Avoids conflicts over minor issues. Establishes roles and responsibilities. Is open and honest to avoid misunderstandings.
  1. Negotiation: Is an effective negotiator, fostering positive relationships and achieving good outcomes. Knows where to stand firm and where to compromise. A proficient conflict resolver who effectively navigates workplace disputes to maintain a harmonious and productive environment. Able to control their emotional responses and correctly gauge the emotions of others.
  1. Organizational Fluency: Anticipates problems that may affect the department. Is aware of other organizational cultures to compare/contrast with the current organizational culture. Able to explain departmental policies and procedures to others. Understands departmental policies and procedures.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments