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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.
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  1. Leadership: Demonstrates leadership and courage in critical situations. Guides decision-making by coaching, counseling and rewarding. Effectively leads others. Clearly explains performance expectations and goals to be reached at the beginning of a project, then let's others decide how to achieve the goal.
  1. Persuasion and Influence: Develops a good rapport with others. Seeks to obtain consensus or compromise. Understanding what others need. Ensures stakeholders are involved in the decision making process.
  1. Self Management: Analyzes interpersonal problems instead of reacting to them. Does not allow own emotions to interfere with the performance of others. Sets an example for associates during stressful periods by maintaining a positive, can-do attitude. Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding.
  1. Quality: Is a role model for quality practices and standards. Analyzes quality improvement plans and initiatives. Is innovative and creative in response to issues involving quality of the products. Communicates quality standards clearly.
  1. Initiative: Inspires others to perform above expectations. Analyzes the needs of the situation and acts before being told to do so. Takes action to implement new changes in the policies and procedures. Seizes upon chances to improve the department's prospects.
  1. Trustworthy: Builds and maintains the trust of others. Consistently keeps commitments. Is a person you can trust. Demonstrates a sense of responsibility and commitment to public trust.
  1. Conflict Management: Avoids being judgmental and micromanaging of employees. Helps to maintain dignity of all persons involved. Promotes a culture that values diverse perspectives. Tries to understand others' point of view before making judgments
  1. Recognition: Recognizes individuals for a specific outstanding achievement. Says "thank you" to show appreciation for work of others. Offers recognition in a timely manner. Reinforces and rewards employees for accomplishing necessary goals.
  1. Others: Works effectively with people from other departments. Helpful Is able to see issues from others' perspectives. Able to see issues from others' perspectives.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments