Interpersonal Skills - Performance Management Assessment Sample #3


Performance Assessments that include Interpersonal Skills:
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:
Interpersonal Skills, Responsible, Coaching, Conflict Management, Global Perspective, Adaptability, Continual Improvement, Quality, Technical

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. Interpersonal Skills: Is transparent and honest in communications, intentions, and actions. Offers praise to colleagues who have successfully completed major projects. Demonstrates willingness to work with others. Demonstrates positive behaviors for others to follow.
  1. Responsible: Behavior is ethical and honest. Completes assigned work tasks. Acts as a resource without removing individual responsibility. Sets high personal standards of performance.
  1. Coaching: Coaches employees in how to strengthen knowledge and skills to improve work performance. Conducts regular performance appraisals and feedback. Meets regularly with employees to coach them on areas that will enhance their performance Helps employees to understand responsibilities, authority, and expectations.
  1. Conflict Management: Seeks to remove misperceptions that may contribute toward conflict. Facilitates both parties in collaboratively seeking a compromise. Encourages individuals to modify their underlying work behaviors that may have contributed to the conflict. Combines different ideas and viewpoints.
  1. Global Perspective: Understands and appreciates the perspectives offered by others with different cultural backgrounds. Comfortable using teleconferencing equipment to facilitate meetings with others abroad. Forms strong client relationships with international partners. Attends training seminars and conferences to increase skills in working with others globally.
  1. Adaptability: Easily accepts new responsibilities. Adjusts tactics and strategies. Adjusts tactics when things are not working as expected. Adjusts plans and procedures.
  1. Continual Improvement: Looks for ways to improve work processes and procedures. Searches for new methods, techniques, and processes that increase efficiency and reduce costs. Promotes training and development opportunities to enhance job performance. Analyzes processes to determine areas for improvement.
  1. Quality: Communicates quality standards clearly. Understands and uses established quality procedures/controls. Promotes quality improvement practices in the department. Develops specific quality standards/goals to be met within a specified timeframe.
  1. Technical: Willingly shares his/her technical expertise; sought out as resource by others Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished. Is knowledgeable of procedures or systems necessary for the job. Seeks information from others as needed.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments