hr-survey.com

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.
Edit this Survey
Would you like to edit this survey? Click here to begin.


  1. Partnering/Networking: Enters into licensing agreements to share intellectual property. Strengthens the contacts with other departments. Creates value within the Company by building networks. Exchanges ideas, resources, plans, and technologies with colleagues.
  1. Conflict Management: Assists team members by helping them see the other point of view. Able to persuade and influence others. Encourages individuals to modify their underlying work behaviors that may have contributed to the conflict. Is supportive of consensus and power sharing.
  1. Teamwork: Helps the team exercise good judgment by making sound and informed decisions. Facilitates good rapport between team members. Helps the team decide what long term goals need to be met. Treats other team members with respect.
  1. Strategic Insight: Recognizes the needs of customers. Pursues strategic alliances with valued partners. 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.
  1. Fiscal Management: Keeps excellent records for financial transparency. Monitors expenses and verifies the need for items purchased. Monitors spending. Develops of the department's annual budget.
  1. Accountability: Is someone you can trust. Exhibits a sense of ownership of the process. Accepts accountability for their actions and results. Takes full responsibility for project outcomes.
  1. Establishing Focus/Direction: Maintains focus when handling several problems or tasks simultaneously. Makes sure that employees understand how their work relates to organizational goals. Stays focused even when under pressure and stress. Functions well under stress, deadlines, and/or significant workloads.
  1. Decision Making: Assesses the risks, benefits, and potential impact of a number of options when deciding a course of action Is aware of the impact of decisions and informs others about potential outcomes. Is confident in the decisions they make. Considers the ethical implications of decisions.
  1. Technical: Demonstrates mastery of the technical competencies required in his/her work. Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished. Knows how to produce high quality products/work. Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices
  1. Regulatory/Compliance: Performs regular compliance audits. Provides documents and reports as needed to maintain compliance with laws. Effectively manages a department of compliance officers. Identifies and assesses areas of regulatory or compliance risk.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments