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Management - Performance Management Assessment Sample #10


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.

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:
Management, Action, Juggling Multiple Responsibilities, Technical, Collaboration, Recognition

Part 2: Results of 360-Degree Feedback

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  1. Management: Makes you feel enthusiastic about your work Takes responsibility for things that go wrong Sets an example for others to follow Is ready to offer help
  1. Action: Takes the initiative to address problems sooner rather than later. Conducts critical-incident review immediately after the event. Initiates projects or tasks that have a positive impact on the team. Works across organizational lines and boundaries to attain goals.
  1. Juggling Multiple Responsibilities: Completes multiple tasks simultaneously. Switches attention to more urgent tasks when necessary. Prioritizes tasks for efficiency. Plans and organizes continuously while performing all other responsibilities and activities.
  1. Technical: Willingly shares information and expertise; sought out as resource by others Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice. Demonstrates mastery of the technical competencies required in his/her work. Knows how to produce high quality products/work.
  1. Collaboration: Engages with team members to build a collaborative work environment. Contributes expertise, insights, and resources to accelerate solutions to problems. Cultivates a collaborative culture that drives innovation, productivity, and employee satisfaction. Contributes resources and knowledge to help the team achieve its goals.
  1. Recognition: Reinforces and rewards employees for accomplishing necessary goals. Is sincerely interested in the suggestions of co-workers Lets employees know when they have done well Makes people around them feel appreciated and valued.

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