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Others - Performance Management Assessment Sample #3


Performance Assessments that include Others:
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:
Others, Collaboration, Empowering Others, Developing Others, Communication Skills, Bias for Action, Management, Achievement

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. Others: Forms working relationships with employees from other departments. Is able to see issues from others' perspectives. Includes others in the decision making processes. Respects the opinions of other employees.
  1. Collaboration: Contributes expertise, insights, and resources to accelerate solutions to problems. Gains the cooperation of others to accomplish common goals and objectives. Works with others to achieve common objectives. Works with others to manage conflicts using a constructive approach.
  1. Empowering Others: Allows employees to participate in the workload of the department. Provides opportunities for employee development and growth. Encourages independent, original thinking and creative problem-solving. Recognizes the expertise that employees have in certain areas and allows them the freedom to operate as they see fit.
  1. Developing Others: Recognizes and celebrates accomplishments of others. Creates a work environment that fosters positive feedback to employees. Provides constructive feedback to others. Is open to receiving feedback.
  1. Communication Skills: Reports progress on goals to the supervisor. Presents issues, ideas, and strategy concisely and clearly. Confidently communicates across all organizational levels, including external stakeholders. Faces the person when speaking or listening to engage in direct communication.
  1. Bias for Action: Seeks and utilizes opportunities for continuous learning and self-development. Coach others to foster an environment which can adapt quickly and willingly to rapid change. Identifies ways to simplify work processes and reduce cycle times Motivates others to achieve or exceed goals
  1. Management: Is ready to offer help Makes you feel enthusiastic about your work Delegate tasks effectively Sets an example for others to follow
  1. Achievement: Sets challenging goals. Motivated to exceed performance goals. Takes reasonable risks to achieve desired results. Schedules time for self and others to optimize high priority and long term actions. Monitors progress towards business goals.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments