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Managing Risk - Performance Management Assessment Sample #3


Performance Assessments that include Managing Risk:
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 Risk, Commitment To Result, Technical, Interpersonal Skills, Responsible, Coaching, Conflict Management, Professional Development

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 Risk: Prioritizes risks based on probability of occurrence and possible impact to the company. Creates a level of resilience in the organization. Monitors the effectiveness of risk management strategies. Creates a risk management strategy for the department.
  1. Commitment To Result: Coordinates all department activities into a cohesive team effort. Creates a sense of urgency among the store team members to complete activities, which drive sales. Takes immediate action toward goals. Willing to do whatever it takes-not afraid to have to put in extra effort.
  1. Technical: Demonstrates mastery of the technical competencies required in his/her work. Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices Knows how to produce high quality products/work. Is knowledgeable of procedures or systems necessary for the job.
  1. Interpersonal Skills: Effectively manages conflicts by dealing with them directly and immediately Is a committed and reliable partner. Easily approachable. Follows up on inquiries in a timely manner.
  1. Responsible: Responsible for setting the vision of the department. ...takes personal responsibility for results. Sets a good example. Works in a way that makes others want to work with her/him.
  1. Coaching: Conducts regular performance appraisals and feedback. Addresses employee behavior problems effectively. Helps employees to maintain high personal standards. Provides clear, motivating, and constructive feedback.
  1. Conflict Management: Identifies areas of agreement and common ground to form basis of resolution. Resolves grievances through a better understanding and appreciation of what each side needs. Addresses contentious issues earlier rather than later. Influences attitudes, beliefs, and behaviors in a way that fosters resolution and cooperation.
  1. Professional Development: Demonstrate enthusiasm and a willingness to learn new skills and knowledge Seeks opportunities for professional development. Seeks opportunities for continuous learning. Contributing fully to the extent of their skills

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments