Organizational Fluency - Performance Management Assessment Sample #3


Performance Assessments that include Organizational Fluency:
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:
Organizational Fluency, Entrepreneurship, Communication Skills, Flexibility, Self-Management, Cultural Awareness, Managing Performance, Quality, Commitment To Result

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. Organizational Fluency: Effective in communicating with others within the organization. Anticipates problems that may affect the department. Gets things done through the department. Understands the current organizational culture.
  1. Entrepreneurship: Exhibits determination and passion in completion of goals. Able to adapt the department to changing business demands and climate. Devotes a certain amount of time and effort to developing new business opportunities. Encourages risk taking for developing potential business opportunities.
  1. Communication Skills: Recaps action steps from meetings to ensure clarity and execution. Uses ideas and perspectives to persuade others. Ready to offer feedback, even if it involves tough critiques. Checks for understanding throughout conversations or group presentations/discussions
  1. Flexibility: Shows a readiness to adapt and optimize. Maintains an adaptive mindset crucial for navigating the dynamic challenges and opportunities that arise in business environments. Flexible in adjusting to the demands of the market place. Acts decisively in frequently changing and uncertain environment.
  1. Self Management: Consciously controls own negative emotions in order to keep team morale up. Steps away from a situation to process appropriate response. Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger. Is aware of personal impact on others and adjusts behavior to create a positive leadership presence.
  1. Cultural Awareness: Treats others with dignity and respect. Accepts individual differences. Is aware of cultural differences in business etiquette. Is sensitive to the similarities and differences that exist between cultures.
  1. Managing Performance: Measures performance of goals and objectives. Initiates probationary actions for employees with sub-par performance. Rewards individuals who show imagination in developing creative solutions to problems. Stresses the importance of meeting production quotas.
  1. Quality: Develops specific quality standards/goals to be met within a specified timeframe. Quickly addresses changes in quality of the products. Regularly measures product specifications to ensure uniformity and quality control. Evaluates and improves the quality of services and products.
  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. Maintains persistence and dedication to achieving results. Creates a sense of urgency among the store team members to complete activities, which drive sales.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments