Strategic Focus - Performance Management Assessment Sample #3


Performance Assessments that include Strategic Focus:
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:
Strategic Focus, Entrepreneurship, Accountability, Managing Performance, Analytical, Innovation, Interpersonal Skills, Trustworthy, Co-worker Development, Partnering/Networking

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. Strategic Focus: Creates a strategy to achieve departmental objectives. Aligns projects to the strategic goals of the company. Makes decisions that yield more competitive advantages. Monitors performance of each market within the Area, utilizing reports to ensure sales growth, cost management, and profitability targets are met.
  1. Entrepreneurship: Devotes a certain amount of time and effort to developing new business opportunities. Able to adapt the department to changing business demands and climate. Exhibits determination and passion in completion of goals. Balances risks and rewards when making decisions.
  1. Accountability: Expects employees to account for their actions and performance. Projects an image of transparency and trustworthiness in the administration of fair and equitable policies. Is prepared and on time for meetings and scheduled events. Holds employees accountable for completing the project successfully.
  1. Managing Performance: Initiates a performance improvement plan for underperforming subordinates. Establishes indicators to measure levels of performance. Participates in training as needed to improve job performance. Establishes indicators to measure levels of performance.
  1. Analytical: Analyzes data and information from several sources and arrives at logical conclusions. Identifies the root cause of a problem. Selects the appropriate techniques for analysis. Implements data validation techniques and methods.
  1. Innovation: Searches for opportunities and innovative ways to improve the organization. Implements best practices within the department. Develops new products and services. Solves problems with insight and understanding.
  1. Interpersonal Skills: Understands the core issues of conversations. Uses knowledge and charisma rather than position, power, or coercion to influence others Willing to overlook personal differences and focus on completing the task at hand. Maintains open and regular communication with others.
  1. Trustworthy: Works in a way that makes others want to work with her/him. Delivers on promises made. Demonstrates a sense of responsibility and commitment to public trust. Is trustworthy; is someone I can trust.
  1. Co-worker Development: Sets and clearly communicates expectations, performance goals, and measurements to others Provides ongoing feedback to co-workers on their development progress Adapts coaching and mentoring approach to meet the style or needs of individuals Works to identify root causes of performance problems
  1. Partnering/Networking: Forms strategic partnerships and business alliances to expand opportunities. Defines a partnering strategy for identifying and selecting a partner. Engages in collaborative problem-solving to address shared challenges. Enters into licensing agreements to share intellectual property.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments