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Performance - Performance Management Assessment Sample #3


Performance Assessments that include Performance:
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:
Performance, Continual Improvement, Punctuality, Attitude, Quality, Technical, Technology Use/Management, Client Focus, Customer Focus, Teamwork, Company

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. Performance: ...Overall Performance Has great overall performance Works well in this position. Listens and responds to issues and problems
  1. Continual Improvement: Promotes training and development opportunities to enhance job performance. Looks for ways to improve work processes and procedures. Open to the suggestions from others. Analyzes processes to determine areas for improvement.
  1. Punctuality: Conducts appointments at scheduled start time. Avoids making personal phone calls during working hours. Starts meetings on time. Responds to requests for information in a timely manner.
  1. Attitude: Contributes to a positive and fun work environment. Shows by their actions that they trust in the positive intentions of others. Builds open and trusting relationships. Visibly supports and encourages diversity in style and background.
  1. Quality: Regularly measures product specifications to ensure uniformity and quality control. Views quality issues as a system failure rather than an individual failure. Successfully implements quality controls within the department. Consistently provides timely, accurate, and reliable information on quality measures.
  1. Technical: Willingly shares information and expertise; sought out as resource by others Is knowledgeable of procedures or systems necessary for the job. Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices Seeks information from others as needed.
  1. Technology Use/Management: Supports employee training and development initiatives regarding implementation of technology. Adopts the implementation of new technology into the workplace. Identifies gaps between actual and needed technical competencies and provides recommendations for required training. Supports technical training and development of employees.
  1. Client Focus: Sets an example for excellent client relations. Helps others in responding to client needs. Understands what resources are needed to meet client needs. Their activities reflect a strong focus on the client relationship.
  1. Customer Focus: Prioritizes customer issues based on urgency. Uses feedback from the customer to help improve the customer's experience. Addresses customer complaints immediately. Puts customer's needs first.
  1. Teamwork: Promotes a team spirit within and outside department; partners with other groups. Committed to the successful completion of team goals. Applies knowledge of team behavior to help achieve organizational goals and objectives. Takes the time to actively listen to other team member's perspectives.
  1. Company: Attends [Company] gatherings and social events. Understands the "basics" as to how [Company] functions/operates. Understands how decisions impact other business units beyond their immediate department of work group. Expresses loyalty and dedication to [Company] in interactions with others.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments