Objectives - Performance Management Assessment Sample #3


Performance Assessments that include Objectives:
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:
Objectives, Time Management, Change Management, Technology Use/Management, Interpersonal Skills, Responsible, Coaching, Adaptability, Continual Improvement

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. Objectives: Ability to establish realistic goals. Organizes and schedules events, activities, and resources. Able to organize work. Consistently provides me with timely feedback for improving my performance.
  1. Time Management: Avoids delays by working quickly. Delegates tasks to free up time to focus on more important issues. Focuses time on the tasks that yield the highest value. Encourages colleagues to spend more time on work related activities.
  1. Change Management: Inspires others to accept changes. Effective in implementing new organizational vision and values. Assists others in understanding changes to the organization. Facilitates change with minimal resistance.
  1. Technology Use/Management: Understands and is committed to implementing new technologies. Proficient in the use of technical systems and processes. Identifies gaps between actual and needed technical competencies and provides recommendations for required training. Uses technology in decision making and problem solving.
  1. Interpersonal Skills: Is thoughtful and honest about the feedback they give others. Demonstrates good communication with colleagues and customers. Respects other members of the team/department. Able to work with individuals at all levels of the Company.
  1. Responsible: Responsible for setting the vision of the department. Behavior is ethical and honest. Is a person you can trust. Acts as a resource without removing individual responsibility.
  1. Coaching: Helps employees to maintain high personal standards. Conducts regular performance appraisals and feedback. Helps employees to understand responsibilities, authority, and expectations. Provides clear, motivating, and constructive feedback.
  1. Adaptability: Adjusts to the new vision and mission of the company. Is flexible when dealing with changes. Ability to recognize the potential benefits of change, and create an infrastructure which supports change. Able to adapt to changes in technology and processes.
  1. Continual Improvement: Looks for ways to expand and learn new job skills. Looks for ways to improve work processes and procedures. Encourages an employee culture of continuous improvement to seek out better ways of doing things. Promotes training and development opportunities to enhance job performance.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments