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Management - Performance Management Assessment Sample #3


Performance Assessments that include Management:
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:
Management, Supervisory Skills, Communication Skills, Punctuality, Delegation, Goals, Managing Risk, Negotiation

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. Management: Takes responsibility for things that go wrong Makes you feel enthusiastic about your work Is ready to offer help Keep staff informed about what is happening in the company
  1. Supervisory Skills: Demonstrates exemplary work performance that others should follow. Offers instructions and guidance to subordinates. Decides the order that tasks need to be completed. Makes sure employees are working toward goals set by the company.
  1. Communication Skills: Communicates concepts and ideas to others. Open to receiving feedback from others. Is an effective communicator Makes eye contact with the person they are speaking with.
  1. Punctuality: Responds to requests for information in a timely manner. Starts meetings on time. Starts the workday when scheduled. Maintains an efficient schedule of activities.
  1. Delegation: Allows subordinates to use their own methods and procedures. Entrusts subordinates with important tasks. Encourages and empowers subordinates to use initiative in achieving goals and objectives. Defines goals and objectives for subordinates.
  1. Goals: Achieves established goals. Makes sure that I have a clear idea of our group's goals. Achieves goals. Makes sure that team members have a clear idea of our group's goals.
  1. Managing Risk: Determines the potential outcome of adverse risk events. Implements strategic risk management in an objective and tactical way. Presents regular/monthly reports to the audit committee. Knows how to obtain desired results with minimal losses.
  1. Negotiation: Maintains control over emotions to ensure a constructive environment. Clearly explains the issues and interests at the start of negotiations. Knows the BATNA (Best Alternative to a Negotiated Agreement) and is prepared to walk away if core interests are not met. Fully grasps both party's interests and options.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments