Problem Solving - Performance Management Assessment Sample #3


Performance Assessments that include Problem Solving:
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:
Problem Solving, Performance, Flexibility, Creativity, Cultural Awareness, Supervisory Skills, Change Management, Objectives, Conflict Management, Planning

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. Problem Solving: Understands the root causes of problems. Ability to develop innovative solutions to problems. Solves problems using logic and insight. Skilled at quickly diagnosing issues, identifying root causes, and developing and implementing effective solutions in the workplace.
  1. Performance: ...Produce Quality Effective in performing his/her job. Able to organize work. Listens and responds to issues and problems
  1. Flexibility: Able to produce goods and services across a wide spectrum of business needs. Accommodates the needs of employees when requests for time off are made. Accommodates adaptable scheduling. Regularly assesses current methods, welcomes feedback, and is willing to implement changes to improve efficiency and effectiveness.
  1. Creativity: Develops solutions to challenging problems. Creates a lot of new ideas. Conceives, implements and evaluates ideas. Adds value to the department/organization.
  1. Cultural Awareness: Is curious and willing to ask questions about the cultural differences in the workplace. Understands how their own cultural background can impact the way they communicate and interact with others. Develops skills and attitudes to bridge cultural differences. Is sensitive to the similarities and differences that exist between cultures.
  1. Supervisory Skills: Resolves disputes in a way that quickly reaches mutual agreement. Fosters an environment that supports open communication. Communicates effectively with employees. Schedules follow up meetings if employee's performance is below average.
  1. Change Management: Is an inspiration for others to accept the recent changes. Develops plans for following through on the changes. Inspires others to accept changes. Is a leading force driving changes.
  1. Objectives: Consistently provides me with timely feedback for improving my performance. Effectively organizes resources and plans Communicates goals and objectives to employees. Organizes and schedules events, activities, and resources.
  1. Conflict Management: Able to settle disputes equitably. Addresses concerns about the availability of limited resources. Seeks to remove misperceptions that may contribute toward conflict. Is responsive to contentious issues.
  1. Planning: Creates effective project plans. Determines the amount of materials/supplies needed for the project. Effectively uses logistics planning to reduce supply delays. Identifies resource requirements that may impact the development of the 5-year plan.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments