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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.
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  1. Interpersonal Skills: Is a role model for others demonstrating the importance of interpersonal skills. Is someone you can trust. Recognizes the contributions of others. Is a highly respected individual in the company.
  1. Responsible: Is a person you can trust. Completes assigned work tasks. Behavior is ethical and honest. Works in a way that makes others want to work with her/him.
  1. Coaching: Helps employees to understand responsibilities, authority, and expectations. Coaches employees in how to strengthen knowledge and skills to improve work performance. Helps employees to maintain high personal standards. Develops the skills and capabilities of others.
  1. Conflict Management: Seeks to avert the recurrence of conflict issues. Combines ideas and viewpoints of different team members. Acknowledges each party's intrinsic needs. Views conflicts as opportunities to create constructive and novel solutions to problems.
  1. Global Perspective: Aligns personal vision with global strategies. Is able to work with individuals having different backgrounds and cultures. Understands how cultures differ and how these differences impact work behavior. Comfortable using teleconferencing equipment to facilitate meetings with others abroad.
  1. Adaptability: Willing to change ideas or perceptions based on new information or contrary evidence which is presented. Adjusts to new plans and procedures. Adjusts priorities to changing business goals. Effective in working with different personnel of the team.
  1. Continual Improvement: Analyzes processes to determine areas for improvement. Searches for new methods, techniques, and processes that increase efficiency and reduce costs. Looks for ways to expand and learn new job skills. Encourages an employee culture of continuous improvement to seek out better ways of doing things.
  1. Quality: Evaluates and improves the quality of services and products. Demonstrates a strong commitment to achieving quality goals. Able to identify quality issues critical to the organization. Assesses strengths and weaknesses of various quality initiatives.
  1. Technical: Willingly shares information and expertise; sought out as resource by others Is knowledgeable of procedures or systems necessary for the job. Seeks information from others as needed. Demonstrates mastery of the technical competencies required in his/her work.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments