Partnering Networking - Performance Management Assessment Sample #3


Performance Assessments that include Partnering Networking:
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:
Partnering/Networking, Conflict Management, Teamwork, Strategic Insight, Fiscal Management, Accountability, Establishing Focus/Direction, Decision Making, Technical, Regulatory/Compliance

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. Partnering/Networking: Reinforces the contacts with other organizations. Hosts forums, colloquiums, and seminars to share information and ideas. Establishes clear expectations at the start of a new partnership. Strives to cultivate and sustain trustful and committed relationships with all partners.
  1. Conflict Management: Does not let minor issues escalate into major problems. Seeks to have both sides voluntarily work together to resolve their differences. Attempts to accommodate vital interests of those who felt alienated or suffered injustice. Attentively hears each person as they share their distinct viewpoints on the matter.
  1. Teamwork: Shares credit for accomplishments with team members Helps the team exercise good judgment by making sound and informed decisions. Communicates well with team members. Encourages others to share ideas to develop team cohesion
  1. Strategic Insight: Ensures that the department's goals are strategically aligned with the company's goals. Understands the Company's strengths and weaknesses and uses this information to create optimal solutions to problems. Attends industry conferences to gain further insight into how other companies deal with similar issues. Allocates proper resources for employee training to meet future needs based on insight into employee skill levels.
  1. Fiscal Management: Ensures others follow the correct rules and regulations on fiscal matters. Develops budgets and plans for various programs and initiatives. Keeps excellent records for financial transparency. Provides budgeting and accounting support to the Company.
  1. Accountability: Sets clear expectations for performance. Shows up for work on time. Consults with the supervisor before engaging in new procedures that have some risk. Takes full responsibility for results.
  1. Establishing Focus/Direction: Maintains focus when handling several problems or tasks simultaneously. Excellent at managing time. Functions well under stress, deadlines, and/or significant workloads. Maintains self-control when personally criticized.
  1. Decision Making: Gathers information before making a decision. Is able to learn from mistakes. Regularly evaluates information before making important decisions. Has a good rapport other people which is helpful in making decisions on the team.
  1. Technical: Willingly shares his/her technical expertise; sought out as resource by others Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice. Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished. Willingly shares information and expertise; sought out as resource by others
  1. Regulatory/Compliance: Responds promptly to inquiries from regulatory bodies. Provides direction and oversight for the compliance department. Appoints a supervisory committee to ensure effective oversight of the organization. Responds accurately and completely to questions from regulators.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments