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Managing Performance - Performance Management Assessment Sample #3


Performance Assessments that include Managing Performance:
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:
Managing Performance, Communication Skills, Action, Leadership, Delegation, Problem Solving, Technology Use/Management, Customer Focus, Teamwork, Company

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. Managing Performance: Monitors progress to ensure performance goals are being met. Rewards exceptional individuals with additional responsibilities. Provides additional responsibilities for employees that exceed performance standards. Ensures that team goals are met 85 percent of the time.
  1. Communication Skills: Ensures comprehension during conversations or group presentations. Maintains a formal and respectful tone, avoiding use of slang or overly casual language. Articulates ideas and emotions clearly to others. Keeps the supervisor informed about achievements and milestones.
  1. Action: Starts immediately working on assignments. Approves purchase requests in a timely manner. Does whatever it takes (within reason) to get the job done. Takes action when necessary.
  1. Leadership: Demonstrates leadership and courage in critical situations. Leads team to set goals, solve problems, and accomplish tasks. 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. Sits down regularly with employees to review their job performance.
  1. Delegation: Delegates authority and responsibility to subordinates and holds them accountable for their actions. Tells subordinates what to do, not how to do it. Allows subordinates to use their own methods and procedures. Defines goals and objectives for subordinates.
  1. Problem Solving: Ability to develop innovative solutions to problems. Assesses the size and impact of the problem to better understand where resources may be needed. Ensures that the right resources are available when and where they are needed, speeding up the problem-solving process. Fosters a willingness to experiment and try new things, even if there's a risk of failure.
  1. Technology Use/Management: Supports employee training and development initiatives regarding implementation of technology. Supports technical training and development of employees. Identifies gaps between actual and needed technical competencies and provides recommendations for required training. Proficient in the use of technical systems and processes.
  1. Customer Focus: Uses feedback from the customer to help improve the customer's experience. Ensures commitments made to customers are completed to the customer's satisfaction. Helps customers to feel satisfied with our work/services. Gives feedback to the customer regularly.
  1. Teamwork: Relates to all kinds of people tactfully Comes across as a reliable, committed team member Listens and is attentive to other team members. Asks other team members to share their opinions.
  1. Company: Impresses upon others the important aspects of [Company]. Follows existing procedures and processes. Expresses loyalty and dedication to [Company] in interactions with others. Attends [Company] gatherings and social events.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments