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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.
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  1. Organizational Fluency: Able to explain departmental policies and procedures to others. Understands the current organizational culture. Effective in communicating with others within the organization. Able to deal with sensitive issues with tact and professionalism.
  1. Entrepreneurship: Encourages risk taking for developing potential business opportunities. Devotes a certain amount of time and effort to developing new business opportunities. Exhibits determination and passion in completion of goals. Encourages dynamic growth opportunities.
  1. Communication Skills: Checks for understanding throughout conversations or group presentations/discussions Conducts regular performance feedback discussions with individuals and teams Chooses the communication medium (ie. email, voice mail, memo, project document) that reflects the needs of the content. (ie. urgency, confidentiality, content scope) Addresses issues of key importance to stakeholders.
  1. Flexibility: Actively seeks out new knowledge, staying updated with industry trends, and is open to changing the workflow based on the situation. Adapts to new organizational structures, policies, or procedures. Exhibits exceptional adaptability in responding to unexpected challenges. Embraces uncertainty with confidence and creativity to find solutions amidst chaos.
  1. Self Management: Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding. Consciously controls own negative emotions in order to keep team morale up. Sets an example for associates during stressful periods by maintaining a positive, can-do attitude. Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
  1. Cultural Awareness: Is curious and willing to ask questions about the cultural differences in the workplace. Willing to work with employees who have different cultural backgrounds. Is aware of cultural differences in business etiquette. Actively listens to other employees' stories about their culture.
  1. Managing Performance: Uses established criteria for measuring job performance. Sets the Objectives and Key Results (OKRs) required for the position. Measures job performance of subordinates against defined goals and objectives. Monitors progress to ensure performance goals are being met.
  1. Quality: Presents quality information and data in an easy to understand format. Analyzes quality improvement plans and initiatives. Analyze what occurred and re-adjusts accordingly when goals are not met. Creates quality improvement programs and processes.
  1. Commitment To Result: Able to focus on a task even when working alone. Maintains persistence and dedication to achieving results. Conveys strong sense of own pride in Company to associates by creating a shared vision around sales and customer service. 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