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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.
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  1. Objectives: Communicates goals and objectives to employees. Effectively organizes resources and plans Able to organize work. Consistently provides me with timely feedback for improving my performance.
  1. Time Management: Ensures timely completion of critical assignments. Often arrives at work early to get the day started. Successfully completes critical tasks within deadlines. Sets a good balance between work and family life.
  1. Change Management: Adopts changes to set and example for others to follow. Inspires others to want to change. Able to get team members to change their attitudes. Assists others in understanding changes to the organization.
  1. Technology Use/Management: Supports employee training and development initiatives regarding implementation of technology. Uses technology in decision making and problem solving. Applies complex rules and regulations to maintain optimal system performance. Adopts the implementation of new technology into the workplace.
  1. Interpersonal Skills: Is a role model for others demonstrating the importance of interpersonal skills. Honesty and integrity are core tenets of interpersonal relationships. Values the opinions of others. Strives to lead by example to demonstrate the value of interpersonal relationships.
  1. Responsible: Acts as a resource without removing individual responsibility. ...takes personal responsibility for results. Responsible for setting the vision of the department. Sets a good example.
  1. Coaching: Meets regularly with employees to coach them on areas that will enhance their performance Coaches employees in how to strengthen knowledge and skills to improve work performance. Helps employees to understand responsibilities, authority, and expectations. Helps employees to maintain high personal standards.
  1. Adaptability: Works effectively with various personalities of team members. Adjusts priorities to changing business goals. Responsive to the needs of others. Able to step in and help co-workers when needed.
  1. Continual Improvement: Analyzes processes to determine areas for improvement. Encourages an employee culture of continuous improvement to seek out better ways of doing things. Looks for ways to expand current job responsibilities. Looks for ways to improve work processes and procedures.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments