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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.
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  1. Planning: Prioritizes plans based on a cost/benefit analysis. Is able to follow the plan set in place. Anticipates potential challenges, develops plan to overcome them and then carries out the plan. Has developed an effective strategic plan.
  1. Punctuality: Maintains an efficient schedule of activities. Arrives to meetings on time. Starts meetings on time. Starts the workday when scheduled.
  1. Decision Making: Makes creative decisions. Is able to learn from mistakes. Assesses the risks, benefits, and potential impact of a number of options when deciding a course of action Formulates imaginative decisions.
  1. Quality: Ensures the hiring of employees who are dedicated to delivering exceptional quality in every aspect of their work. Develops a quality manual to assist in troubleshooting issues and documenting the quality management system. Adjusts processes or procedures to improve quality results. Implements quality control feedback loops to enhance services and products.
  1. Time Management: Responds immediately to requests rather than waiting to respond. Regularly delivers results on-time. Sustains high productivity levels throughout the day. Sets target due dates or times for tasks to be completed by.
  1. Juggling Multiple Responsibilities: Switches attention to more urgent tasks when necessary. Uses a scheduler/planner to keep tasks organized and on time. Assesses current capabilities before committing to new requests from customers. Is aware of the deadlines for specific tasks/assignments.
  1. Excellence: Keeps themselves and others focused on constant improvement. Demonstrates the analytical skills to do their job. Can be counted on to add value wherever they are involved. Demonstrates the functional or technical skills necessary to do their job.
  1. Recognition: Says "thank you" to show appreciation for work of others. Recognizes the abilities and skills of self and others Readily shares credit and gives others opportunity for visibility. Offers recognition in a timely manner.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments