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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.
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  1. Problem Solving: Develops and implements clear guidelines and protocols for handling tasks. Solves problems that have difficult or conflicting constraints. Selects the solution that best addresses the problem's objectives, aligns with business priorities, and is feasible to implement. Engages employees in the decision-making process to ensure their support before introducing a solution to a major problem.
  1. Performance: Shown significant improvement in job performance. Listens and responds to issues and problems Works well in this position. Effective in performing his/her job.
  1. Flexibility: Accommodates adaptable scheduling. Remains calm when dealing with multiple issues. Accommodates the needs of employees when requests for time off are made. Responds to issues and problems with creative solutions and innovation.
  1. Creativity: Is creative. Conceives, implements and evaluates ideas. Inspires creativity in their team. Is creative and inspirational.
  1. Cultural Awareness: Treats others with dignity and respect. Supports and mentors others that may have different cultural backgrounds. Is willing to include individuals with different cultural backgrounds on the team. Maintains an inclusive work environment that maximizes the talents of others in achieving goals.
  1. Supervisory Skills: Others emulate this supervisor's enthusiasm for work. Spends time to actively listen to the grievance. Communicates the goals and expectations for the team. Conducts regular performance management sessions.
  1. Change Management: Able to get team members to change their attitudes. Is an inspiration for others to accept the recent changes. Works cooperatively with others to implement changes. Able to get department employees to accept new changes.
  1. Objectives: Encourages me to take on greater responsibility. Sets long-term and short-term goals. Works toward achieving established goals and objectives. Organizes and schedules events, activities, and resources.
  1. Conflict Management: Encourages individuals to seek areas of common ground. Seeks to reduce the scarcity of limited resources by sourcing materials from new locations. Deals effectively with employee grievances. Prepares team members to accept differing view points.
  1. Planning: Allows input from others for the 5-year plan. Develops a strategic plan to reduce costs in the department. Adjusts and rearranges the schedule to maximize efficiency. Anticipates the impacts of strategic plans.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments