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Strategic Insight - Performance Management Assessment Sample #3


Performance Assessments that include Strategic Insight:
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 Insight, Entrepreneurship, Global Perspective, Adaptability, Self-Management, Emotional Intelligence, Achievement, Objectives, Safety, Recognition

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. Strategic Insight: Allocates proper resources for employee training to meet future needs based on insight into employee skill levels. Understands the Company's strengths and weaknesses and uses this information to create optimal solutions to problems. Develops a plan and strategy for each functional area within the mission statement. Attends industry conferences to gain further insight into how other companies deal with similar issues.
  1. Entrepreneurship: Has a strategic awareness on how to promote the organization. Maintains a high level of energy to respond to demands of the job. Seeks and utilizes mentors to help guide professional development. Understands the processes and various stages of business development.
  1. Global Perspective: Engages in problem solving with individuals outside of the country. Respects individual differences. Has positive interactions with individuals from different cultures and backgrounds. Collaborates with others respectfully and effectively with other people regardless of differences in cultural backgrounds.
  1. Adaptability: Is flexible and open minded in dealing with others. Effective in working with different personnel of the team. Adjusts to new plans and procedures. Flexible and open to new ideas and encourages others to recognize the value of change.
  1. Self Management: Analyzes interpersonal problems instead of reacting to them. Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding. Does not allow own emotions to interfere with the performance of others. Steps away from a situation to process appropriate response.
  1. Emotional Intelligence: Is able to express themselves clearly. Is attentive to emotional cues and interprets others' feelings correctly. Accurately perceives the emotional reactions of others. Able to understand others' points of view.
  1. Achievement: Increased revenue for the company. Sets performance metrics to measure achievement or attainment of goals. Demonstrates improvement in performance. Improved the quality of work on the production line.
  1. Objectives: Organizes and schedules events, activities, and resources. Works toward achieving established goals and objectives. Sets long-term and short-term goals. Ability to establish realistic goals.
  1. Safety: Develops a culture of safety. Participates in safety training as applicable. Commits adequate resources toward safety measures. Points out behaviors in others that may be unsafe.
  1. Recognition: Makes people around them feel appreciated and valued. Reinforces and rewards employees for accomplishing necessary goals. Lets employees know when they have done well Says "thank you" to show appreciation for work of others.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments