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Negotiation - Performance Management Assessment Sample #3


Performance Assessments that include Negotiation:
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:
Negotiation, Partnering/Networking, Flexibility, Decision Making, Initiative, Innovation, Results Oriented, Commitment To Result, Objectives, Safety

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. Negotiation: Is able to decline bad ideas to avoid making poor decisions. Fully grasps both party's interests and options. Actively listens to conversations to be able to recall important details later. Creates a decisive, team-oriented environment; clarifies goals; and outlines a strategic agenda.
  1. Partnering/Networking: Leverages core competencies of partners to the benefit of both parties. Able to highlight both the strategic benefits and potential pitfalls in collaboration. Expands network of colleagues to include others who may contribute to the department's success. Engages in collaborative problem-solving to address shared challenges.
  1. Flexibility: Responds to changing availability of supplies and resources. Effectively manages changes in financial resources. Able to deal with uncertain and unpredictable events. Incorporates new skills fluently.
  1. Decision Making: Stays focused on the main objective when making decisions. Performs a cost/benefit analysis before making a decision. Is able to learn from mistakes. Willing to consider information from other sources.
  1. Initiative: Does the right thing without being told. Acts independently to solve pressing needs. Acts on own initiative to improve the department outcomes. Analyzes the needs of the situation and acts before being told to do so.
  1. Innovation: Allocates time and resources specifically for innovation projects, allowing employees to dedicate efforts to exploring new opportunities. Helps to identify and create value from innovation. Improves on ideas of others. Looks for opportunities to apply new and evolving technologies.
  1. Results Oriented: Sets objectives for the department. Establishes benchmarks to be met when working on projects. Encourages a high-energy, fun work environment and coaches others on how to do the same Is considered a high achiever.
  1. Commitment To Result: Able to focus on a task even when working alone. Willing to do whatever it takes-not afraid to have to put in extra effort. Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service. Committed to the team.
  1. Objectives: Encourages me to take on greater responsibility. Organizes and schedules events, activities, and resources. Effectively organizes resources and plans Ability to establish realistic goals.
  1. Safety: Performs work safely. Works to implement corrective safety measures. Creates accurate and effective measures of safety. Develops a strong safety culture.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments