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.
  1. Managing Risk: Tracks and monitors incidents that may increase the risk of adverse consequences. Understands the possible financial risks of different events. Decides what actions will be taken. Communicates the protocols.
  1. Commitment To Result: Encourages commitment in others to obtain results. Able to focus on a task even when working alone. Committed to the team. Creates a sense of urgency among the store team members to complete activities, which drive sales.
  1. Technical: Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished. 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.
  1. Interpersonal Skills: Maintains open and regular communication with others. A good listener who is attentive to others. Demonstrates good communication with colleagues and customers. Appreciates the extra efforts made by coworkers.
  1. Responsible: Sets a good example ...takes personal responsibility for results. Behavior is ethical and honest. Sets high personal standards of performance.
  1. Coaching: Coaches employees in how to strengthen knowledge and skills to improve work performance. Meets regularly with employees to coach them on areas that will enhance their performance Helps employees to maintain high personal standards. Develops the skills and capabilities of others.
  1. Conflict Management: Works with others as needed to facilitate resolution of conflicts. Identifies the root sources of conflict. Uses structured frameworks for resolving conflicts, such as mediation or facilitated discussions. Able to settle disputes equitably.
  1. Professional Development: Encourages employees to take courses relevant to their job. Seeks opportunities for continuous learning. Keep themselves up-to-date of technical/professional issues 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