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Interpersonal Skills - Performance Management Assessment Sample #10


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.

Employee Input

Please provide brief answers to the questions below. Your feedback is vital to us. We aim to capture all your achievements during the performance review period. The details you enter will be part of your Performance Appraisal. If you need to include any additional printed sheets, please sign, date, and submit them to your Department Head. Additionally, if someone else 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, Developing Others, Strategic Insight, Flexibility, Quality

Part 2: Results of 360-Degree Feedback

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  1. Interpersonal Skills: Takes time to recognize the efforts of others. Works diligently to assist customers in finding the right products. Strives for win/win solutions Is a committed and reliable partner.
  1. Developing Others: Creates opportunities for professional development. Encourages employees through recognition of positive changes in behavior. Supports the successes of other employees. Tries to ensure employees are ready to move to the next level.
  1. Strategic Insight: Recognizes the needs of customers. Identifies potential problems before they become critical incidents. Converses with customers and clients to get a better insight into their personal needs. Implements long-term solutions to problems.
  1. Flexibility: Is flexible in responding to customer needs. Actively listens to others, considers their viewpoints, and incorporates these insights into the decision-making process. Fosters an inclusive learning environment where everyone feels supported, ultimately leading to stronger team cohesion and increased productivity. Handles external information requests efficiently without disrupting workflow.
  1. Quality: Implements quality control feedback loops to enhance services and products. Reflects on what is working and what could be improved. Provides advice and guidance to team members on improving quality controls. Identifies appropriate sources of quality standards.

Part 3: Summary of 360-Degree Feedback

Part 4: Bonus Pay

The supervisor now must consider which of the following adjustments to make to compensation.
Changes made here are reflected in the Salary Recommendations section at the beginning of this form.
Midpoint of Scale Status

Consider eligibility for Movement to Midpoint:
Yes: If Yes, continue with this section below
No, If no continue to next section

Depending on your responses, the computer may show (or hide) certain elements of the form.
Merit Pay Section
When this form was initially loaded, the employee was eligible for Merit Pay.
However, if the scores on Job Performance Criteria were too low, then the eligibility would change.

Consider eligibility for Merit Pay:
Yes: If Yes, continue with this section below
No, If no continue to next section
Change the scores on Job Performance Criteria to see how it affects this section.
Experience Pay Section

Eligible for Experience Pay:
Yes: If Yes, continue with this section below
No, If no continue to next section



Part 5: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 6: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments