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Recognition - Performance Management Assessment Sample #3


Performance Assessments that include Recognition:
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:
Recognition, Interpersonal Skills, Global Perspective, Bias for Action, Emotional Intelligence, Delegation, Change Management, Managing Risk, Safety

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. Recognition: Recognizes team members who offer a significant contribution to a project. Says "thank you" to show appreciation for work of others. Offers recognition in a timely manner. Makes people around them feel appreciated and valued.
  1. Interpersonal Skills: Is a role model for others demonstrating the importance of interpersonal skills. Respects other members of the team/department. Values the opinions of others. Demonstrates compassion and understanding of others.
  1. Global Perspective: Attends training seminars and conferences to increase skills in working with others globally. Demonstrates a curiosity about diverse individuals and cultures. Analyzes global issues/problems that are having a large impact on the Company. Develops both the cultural awareness and business skills to grow our business in all countries, and work effectively across borders with employees, customers, and shareowners.
  1. Bias for Action: Encourages risk taking and experimentation to improve performance Identifies ways to simplify work processes and reduce cycle times Displays high energy and enthusiasm on consistent basis. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
  1. Emotional Intelligence: Helps employees to resolve conflicts, communicate clearly, and work together to solve problems. Accurately perceives the emotional reactions of others. Is able to express themselves clearly. Is attentive to emotional cues and interprets others' feelings correctly.
  1. Delegation: Entrusts subordinates with important tasks. Allows employees to decide how they wish to complete the tasks. Encourages and empowers subordinates to use initiative in achieving goals and objectives. Delegates tasks, responsibilities, and accountability as appropriate to the level of employee.
  1. Change Management: Addresses organizational and departmental resistance to changes. Effective in implementing new organizational vision and values. Facilitates change with minimal resistance. Able to get department employees to accept new changes.
  1. Managing Risk: Determines the impact of specific risks on infrastructure. Minimizes the increase in costs due to global events or supply chain issues. Avoids maintaining the status quo (or standard operating procedures) when addressing new and influential situations. Uses financial data to mitigate financial risks.
  1. Safety: Participates in safety training when offered. Develops safety guidelines for the department. Participates in safety training as applicable. Develops a culture of safety.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments