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.
  1. Integrity: Establishes relationships of trust, honesty, fairness, and integrity. Fosters a high standard of ethics and integrity. Follows tasks to completion. Does what was promised.
  1. Supervisory Skills: Conducts regular performance management sessions. Seeks to enhance the performance of employees under their supervision. Exemplifies professionalism in the workplace. Has a high degree of multi-cultural competence to supervise individuals of various cultural backgrounds.
  1. Delegation: Clearly defines duties and tasks to be completed. Tells subordinates what to do, not how to do it. Assigns tasks to create learning opportunities for the employees. Sets clear and reasonable expectations for others and follows through on their progress.
  1. Initiative: Completes tasks without having to be told to do so. Builds strong interpersonal relationships upon first meeting. Acts quickly when an opportunity becomes available. Able to initiate work on projects independently without direct supervision.
  1. Commitment To Result: Creates a sense of urgency among the store team members to complete activities, which drive sales. Able to focus on a task even when working alone. Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service. Committed to the team.
  1. Safety: Develops safety guidelines for the department. Develops a sustainable safety culture. Points out behaviors in others that may be unsafe. Seeks to reduce the likelihood of accidents.
  1. Co-worker Development: Works to identify root causes of performance problems Takes immediate action on poor performance Gives others development opportunities through project assignments and increased job responsibilities Provides ongoing feedback to co-workers on their development progress
  1. Conflict Management: Addresses concerns about the availability of limited resources. Is responsive to contentious issues. Tries to ensure that all basic needs are satisfied. Acknowledges each party's intrinsic needs.
  1. Negotiation: Maintains control over emotions to ensure a constructive environment. Is an effective negotiator, fostering positive relationships and achieving good outcomes. Able to control their emotional responses and correctly gauge the emotions of others. Conducts necessary preparations before engaging in negotiations.
  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 deal with sensitive issues with tact and professionalism. 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