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Passion to Learn - Performance Management Assessment Sample #3


Performance Assessments that include Passion to Learn:
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:
Passion to Learn, Supervisory Skills, Delegation, Quality, Initiative, Managing Risk, Regulatory/Compliance, Developing Others, Organizational Fluency

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. Passion To Learn: Demonstrates through personal behavior the commitment to high standards of performance. Is committed to enhancing their own knowledge and skills. Takes advantage of training opportunities when they arise. Inspires others to learn new things.
  1. Supervisory Skills: Effectively determines which issues need immediate attention. Is able to manage emotions during difficult times. Is fair and equitable in enforcement of work rules. Conducts regular performance management sessions.
  1. Delegation: Delegates tasks, responsibilities, and accountability as appropriate to the level of employee. Delegates authority and responsibility to subordinates and holds them accountable for their actions. Allows employees to decide how they wish to complete the tasks. Encourages and empowers subordinates to use initiative in achieving goals and objectives.
  1. Quality: Proposes a variety of solutions to address quality needs. Presents quality information and data in an easy to understand format. Creates quality improvement programs and processes. Regularly measures product specifications to ensure uniformity and quality control.
  1. Initiative: Coach others to foster an environment which can adapt quickly and willingly to rapid change. Looks for opportunities to move projects forward. Builds strong interpersonal relationships upon first meeting. Takes the initiative to complete tasks ahead of schedule.
  1. Managing Risk: Determines the impact of specific risks on marketplace. Determines a proportional response in relation to the level of risk. Evaluates the probability of a risk event occurrence. Aligns risk management activities with existing processes.
  1. Regulatory/Compliance: Coordinates the execution of compliance strategies across departments. Effectively communicates the importance of meeting compliance standards. Follows up on any unresolved compliance issues. Ensures the company meets legal requirements/standards regarding employees.
  1. Developing Others: Assigns tasks and responsibilities to develop skills of others. Creates a work environment that fosters positive feedback to employees. Encourages employees through recognition of positive changes in behavior. Tries to ensure employees are ready to move to the next level.
  1. Organizational Fluency: Gets things done through the department. Is aware of other organizational cultures to compare/contrast with the current organizational culture. Able to explain departmental policies and procedures to others. Adept at navigating within the culture of the department.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments