Planning - Performance Management Assessment Sample #3


Performance Assessments that include Planning:
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:
Planning, Punctuality, Decision Making, Quality, Time Management, Juggling Multiple Responsibilities, Excellence, Recognition

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. Planning: Makes plans and follows through. Understands the process for developing strategic plans for the organization. Develops an effective plan to guide the project. Ensures staff are held accountable for following the department plan.
  1. Punctuality: Starts meetings on time. Starts the workday when scheduled. Maintains an efficient schedule of activities. Arrives to meetings on time.
  1. Decision Making: Open to the suggestions from subordinates. Makes creative decisions. Remains focused on the immediate goal when making decisions. Has a good rapport other people which is helpful in making decisions on the team.
  1. Quality: Always strives to produce the highest quality work products. Quickly identifies critical issues impacting quality. Implements quality control feedback loops to enhance services and products. Promotes quality improvement practices in the department.
  1. Time Management: Sustains high productivity levels throughout the day. Effectively delegates tasks to maximize the use of time. Avoids spending time on non-work related activities. Is proactive in addressing important issues.
  1. Juggling Multiple Responsibilities: Manages impact of increased traffic flow and freight receipt by detailed planning of controllables and by anticipating and reacting positively to uncontrollables. Spends the most time and effort on critical tasks first. Keeps track of multiple assignments and deadlines. Ranks the importance of tasks to make sure critical tasks are completed first.
  1. Excellence: Takes a lot of pride in their work. Is planful and organized. Demonstrates the functional or technical skills necessary to do their job. Can be counted on to add value wherever they are involved.
  1. Recognition: Offers recognition in a timely manner. Recognizes individuals for a specific outstanding achievement. Recognizes the abilities and skills of self and others Lets employees know when they have done well

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments