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.
  1. Self Management: Uses patience and self-control in working with customers and associates. Sets an example for associates during stressful periods by maintaining a positive, can-do attitude. Consciously controls own negative emotions in order to keep team morale up. Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger.
  1. Professional Development: Allows employees to fully participate in employee training and professional development. Demonstrate enthusiasm and a willingness to learn new skills and knowledge Seeks opportunities for continuous learning. Quickly acquire and apply new knowledge and skills when needed
  1. Emotional Intelligence: Helps to make decisions and solve problems using knowledge about how others will react in certain situations. Is able to manage their own emotions. Is able to control their own emotions. Accurately perceives the emotional reactions of others.
  1. Accountability: Able to complete required tasks on time and delivered expected results. Willingly accepts the consequences for their actions. Exhibits good governance in their role as an executive. Consistently strives to meet high standards of excellence.
  1. Project Management: Develops action items, workplans, timelines, and criteria for projects. Understands the financial, strategic, resources, staffing, timeline and market risks that may impact the project. Engages with individuals internally and externally to support the implementation of the project. Anticipates potential problems and institutes controls and contingency plans to address them.
  1. Innovation: Solves problems with insight and understanding. Analyzes current procedures and identifies opportunities for improvement. Searches for opportunities and innovative ways to improve the organization. Encourages open communication to ensure that all proposals are considered.
  1. Technical: Demonstrates mastery of the technical competencies required in his/her work. Is knowledgeable of procedures or systems necessary for the job. Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished. 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.
  1. Clarity: Clearly defines work objectives for employees. Uses appropriate grammar and tense in communications. Makes sure employees understand why they were given certain assignments. Communicates with clarity and efficiency.
  1. Coaching: Meets regularly with employees to coach them on areas that will enhance their performance Provides clear, motivating, and constructive feedback. Helps employees to understand responsibilities, authority, and expectations. Addresses employee behavior problems effectively.
  1. Fiscal Management: Monitors expenses and verifies the need for items purchased. Provides budgeting and accounting support to the Company. Develops budgets and plans for various programs and initiatives. Develops of the department's annual budget.
  1. Vision: Devoted to carrying out the strategic vision. Committed to undertaking the implementation of the strategic vision. Develops action plans to align his/her work with the goals of the organization. Creates strategic initiatives that support the organization's common vision.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments