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.
  1. Negotiation: Clearly explains the issues and interests at the start of negotiations. Bases arguments on objective standards or criteria, such as market value, legal standards, or expert opinions. Influences others through rational argument and persuasion. Demonstrates confidence in own position and can influence the other party's perception of proposals being offered.
  1. Partnering/Networking: Encourages employees to explore new partnership opportunities to expand market presence. Provides expertise that may be lacking in other partners or other parts of the network. Establishes regular check-ins to ensure alignment and address any emerging issues. Uses networks of personal contacts to gain introductions to others who may have valuable information.
  1. Flexibility: Agile and versatile when dealing with issues. Values and adjusts training to meet diverse learning preferences. Quickly adapts to new circumstances, challenges, or opportunities as they arise. Able to adapt and tailor approaches based on the unique requirements of each scenario.
  1. Decision Making: Acts confidently in the absence of guidance. Makes decisions independently (without having to be told what or how). Exercises good judgment by making sound and informed decisions. Understands what factors are important for deciding if a decision is "worth it"?
  1. Initiative: Gladly seeks additional responsibilities. Prepares for unexpected contingencies. Confronts problems immediately without supervisor instructions. Immediately works to complete goals well before their deadline.
  1. Innovation: Builds upon the ideas and solutions of others. Takes risks to advance important ideas. Implements best practices within the department. Challenges current procedures to develop other alternatives.
  1. Results Oriented: Plans the best course of action to achieve the goal. Always willing to help coworkers to keep productions levels high. Has a strong drive to complete goals despite obstacles that may arise. Establishes benchmarks to be met when working on projects.
  1. Commitment To Result: Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service. Able to focus on a task even when working alone. Coordinates all department activities into a cohesive team effort. Takes immediate action toward goals.
  1. Objectives: Encourages me to take on greater responsibility. Communicates goals and objectives to employees. Ability to establish realistic goals. Organizes and schedules events, activities, and resources.
  1. Safety: Mitigates hazards and safety issues that arise. Develops safety guidelines for the department. Encourages others to work safely. Participates in safety training as applicable.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments