Leadership - Performance Management Assessment Sample #3


Performance Assessments that include Leadership:
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:
Leadership, Persuasion and Influence, Self-Management, Quality, Initiative, Trustworthy, Conflict Management, Recognition, Others

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. Leadership: Is a highly effective supervisor. Acts decisively in implementing decisions. Able to organize the work of others. Gives inspiring presentations or discussions.
  1. Persuasion and Influence: Communicates effectively with others. Develops a good rapport with others. Understanding what others need. Able to express own goals and needs.
  1. Self Management: Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding. Sets an example for associates during stressful periods by maintaining a positive, can-do attitude. Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger. Steps away from a situation to process appropriate response.
  1. Quality: Committed to the improvement of the quality of services and products. Demonstrates a strong commitment to achieving quality goals. Communicates quality standards clearly. Implements standardized and data driven quality processes/procedures.
  1. Initiative: Coach others to foster an environment which can adapt quickly and willingly to rapid change. Is proactive when preparing for potential problems or critical events. Acts independently to solve pressing needs. Completes tasks without having to be told to do so.
  1. Trustworthy: Takes ownership, delivers on commitments Builds and maintains the trust of others. Consistently keeps commitments. Demonstrates a sense of responsibility and commitment to public trust.
  1. Conflict Management: Shares competing viewpoints to expand viewpoints. Acknowledges each party's intrinsic needs. Determines what issues can be agreed upon. Helps employees to think through alternative ways to resolve conflict situations.
  1. Recognition: Recognizes the abilities and skills of self and others Readily shares credit and gives others opportunity for visibility. Lets employees know when they have done well Recognizes team members who offer a significant contribution to a project.
  1. Others: Is able to see issues from others' perspectives. Respects the opinions of other employees. Works across boundaries within the organization. Consistently demonstrates ability and willingness to trust others.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments