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Responsible - Performance Management Assessment Sample #3


Performance Assessments that include Responsible:
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:
Responsible, Interpersonal Skills, Coaching, Conflict Management, Global Perspective, Continual Learning, Continual Improvement, Quality, Juggling Multiple Responsibilities, Results Oriented

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. Responsible: Completes assigned work tasks. Works in a way that makes others want to work with her/him. Holds herself / himself accountable to goals / objectives Responsible for setting the vision of the department.
  1. Interpersonal Skills: Builds strong relationships with team members. Values the opinions of others. Strives for win/win solutions Easily approachable.
  1. Coaching: Coaches employees in how to strengthen knowledge and skills to improve work performance. Helps employees to understand responsibilities, authority, and expectations. Provides clear, motivating, and constructive feedback. Develops the skills and capabilities of others.
  1. Conflict Management: Persuades others to accept personal transformation. Seeks to have both sides voluntarily work together to resolve their differences. Avoids conflicts over minor issues. Persuades others to accept ideas that may be difficult and uncomfortable.
  1. Global Perspective: Applies knowledge of overseas markets. Communicates effectively on a multi-lingual basis. Works well with others from different cultural backgrounds. Creates an environment where individual differences are valued and supported.
  1. Continual Learning: Pursues self-improvement through continual learning. Takes the initiative to learn new skills. Participates in regular training offered. Views setbacks as opportunities to learn from.
  1. Continual Improvement: Looks for ways to expand and learn new job skills. Searches for new methods, techniques, and processes that increase efficiency and reduce costs. Open to the suggestions from others. Looks for ways to improve work processes and procedures.
  1. Quality: Maintains detailed instructions to ensure consistency and quality in the production line. Always strives to produce the highest quality work products. Creates a culture of quality standards in the workplace. Consistently provides timely, accurate, and reliable information on quality measures.
  1. Juggling Multiple Responsibilities: Assesses current capabilities before committing to new requests from customers. Completes multiple tasks simultaneously. Recognizes and responds to product placement and signing needs while staying alert to customers' needs, store activities and training associates. Assigns tasks based on skills of team members.
  1. Results Oriented: Keeps track of progress toward the results. Encourages a high-energy, fun work environment and coaches others on how to do the same Responds to changing events to maintain progress toward achieving results. Helps others when free-time is available.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments