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Self-Management - Performance Management Assessment Sample #3


Performance Assessments that include Self-Management:
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:
Self-Management, Professional Development, Emotional Intelligence, Accountability, Project Management, Innovation, Technical, Clarity, Coaching, Fiscal Management, Vision

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. Self Management: Sets an example for associates during stressful periods by maintaining a positive, can-do attitude. Steps away from a situation to process appropriate response. Analyzes interpersonal problems instead of reacting to them. Consciously controls own negative emotions in order to keep team morale up.
  1. Professional Development: Contributing fully to the extent of their skills Encourages employees to take courses relevant to their job. Quickly acquire and apply new knowledge and skills when needed Allows employees to fully participate in employee training and professional development.
  1. Emotional Intelligence: Is able to control their own emotions. Accurately perceives the emotional reactions of others. Able to understand others' points of view. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
  1. Accountability: Accepts accountability for their work. Able to complete required tasks on time and delivered expected results. Handles sensitive information with discretion and confidentiality. Welcomes the responsibility for meeting the broad range of needs of stakeholders and clients.
  1. Project Management: Keeps accurate records regarding the costs of various aspects of the project. Maps out the project, timeline, resource requirements, metrics and communication. Meets with stakeholders to determine the requirements for the project. Identifies potential risks to completing the project on time.
  1. Innovation: Helps to identify and create value from innovation. Challenges current procedures to develop other alternatives. Looks beyond company for new ideas and innovative approaches. Customizes novel ideas to better address customer needs and preferences.
  1. Technical: Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice. Demonstrates mastery of the technical competencies required in his/her work. Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished. Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices
  1. Clarity: Makes sure goals and objectives are clearly and thoroughly explained and understood. Clearly explains the vision and goals of the company. Communicates ideas and facts clearly and effectively in writing. Avoids creating ambiguity or mixed messages.
  1. Coaching: Conducts regular performance appraisals and feedback. Helps employees to understand responsibilities, authority, and expectations. Meets regularly with employees to coach them on areas that will enhance their performance Provides clear, motivating, and constructive feedback.
  1. Fiscal Management: Monitors expenses and verifies the need for items purchased. Effective in using Company's resources. Develops budgets and plans for various programs and initiatives. Develops of the department's annual budget.
  1. Vision: Behaves in a way that is consistent with business values & code of conduct Provides a detailed schedule that specifies key milestones and deadlines, guiding the organization step-by-step towards achieving its long-term goals and overall vision. Builds a strategic vision by analyzing the company's current position and the market environment, identifying strengths, weaknesses, opportunities, and threats. Clearly articulates a vision for his/her work and inspires others to support it

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments