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Results Oriented - Performance Management Assessment Sample #3


Performance Assessments that include Results Oriented:
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:
Results Oriented, Performance, Time Management, Strategic Insight, Communication Skills, Punctuality, Managing Performance, Project Management, Delegation

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. Results Oriented: Determines the proper order for completion of the tasks. Inspires and motivates co-workers to be productive and energetic at work Prioritizes tasks to best achieve the results. Sets challenging goals to be achieved.
  1. Performance: Works effectively in the department. Works well in this position. ...Overall Performance Effectively organizes resources and plans
  1. Time Management: Responds immediately to requests rather than waiting to respond. Does not procrastinate. Wastes very little time. Efficiently completes tasks.
  1. Strategic Insight: Identifies potential problems before they become critical incidents. Lets employees know how their roles contribute toward the achievement of strategic company objectives. Creates a vision for the organization based on insights gathered from other companies in the industry. Creates strategic plans to develop and promote organizational and area strengths, as well as to address weaknesses based on insight from surveys.
  1. Communication Skills: Communicates the vision of the organization to all employees. Keeps open and regular communication with others. Uses polite language and shows respect for others' opinions and time. Keeps the supervisor informed about achievements and milestones.
  1. Punctuality: Responds to requests for information in a timely manner. Maintains an efficient schedule of activities. Avoids making personal phone calls during working hours. Conducts appointments at scheduled start time.
  1. Managing Performance: Sets and maintains high standards for self and others. Communicates the roles and responsibilities to the employee. Implements remediation plans that include specific performance goals in areas most in need of improvement. Ensures employees understand their performance expectations.
  1. Project Management: Researches potential solutions to meet the constraints of the project. Changes the implementation of specific phases of the project to mitigate certain risks. Accurately determines the number of engineers required for the project. Identifies potential risks that could pose challenges to the project timeline.
  1. Delegation: Sets clear and reasonable expectations for others and follows through on their progress. Delegates authority and responsibility to subordinates and holds them accountable for their actions. Allows employees to decide how they wish to complete the tasks. Allows subordinates to use their own methods and procedures.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments