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Quality - Performance Management Assessment Sample #10


Performance Assessments that include Quality:
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.

Employee Input

Please provide brief answers to the questions below. Your feedback is vital to us. We aim to capture all your achievements during the performance review period. The details you enter will be part of your Performance Appraisal. If you need to include any additional printed sheets, please sign, date, and submit them to your Department Head. Additionally, if someone else 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:
Quality, Passion to Learn, Emotional Intelligence, Goals, Strategic Focus

Part 2: Results of 360-Degree Feedback

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  1. Quality: Presents quality information and data in an easy to understand format. Promotes quality improvement practices in the department. Ensures the hiring of employees who are dedicated to delivering exceptional quality in every aspect of their work. Addresses barriers to successfully implementing quality standards.
  1. Passion To Learn: Demonstrates a willingness to participate in continuing education courses. Inspires others to learn new things. Enhances value to the company through additional training and development. Enjoys learning new skills and techniques.
  1. Emotional Intelligence: Is able to express themselves clearly. Helps to make decisions and solve problems using knowledge about how others will react in certain situations. Is able to manage their own emotions. Able to understand others' points of view.
  1. Goals: Conducts timely follow-up; keeps others informed on a need to know basis. Understands & contributes to development of strategic goals. Achieves goals. Makes sure that I have a clear idea of our group's goals.
  1. Strategic Focus: Makes plans to handle unforeseen events that could impact the achievement of strategic goals. Strategically positions resources to meet the needs of branch locations. Strategically positions resources to meet the needs of field based employees. Monitors performance of each market within the Area, utilizing reports to ensure sales growth, cost management, and profitability targets are met.

Part 3: Summary of 360-Degree Feedback

Part 4: Bonus Pay

The supervisor now must consider which of the following adjustments to make to compensation.
Changes made here are reflected in the Salary Recommendations section at the beginning of this form.
Midpoint of Scale Status

Consider eligibility for Movement to Midpoint:
Yes: If Yes, continue with this section below
No, If no continue to next section

Depending on your responses, the computer may show (or hide) certain elements of the form.
Merit Pay Section
When this form was initially loaded, the employee was eligible for Merit Pay.
However, if the scores on Job Performance Criteria were too low, then the eligibility would change.

Consider eligibility for Merit Pay:
Yes: If Yes, continue with this section below
No, If no continue to next section
Change the scores on Job Performance Criteria to see how it affects this section.
Experience Pay Section

Eligible for Experience Pay:
Yes: If Yes, continue with this section below
No, If no continue to next section



Part 5: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 6: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments