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Supervisory Skills - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Supervisory Skills:
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)
Instructions:
This performance appraisal program is designed to provide a standardized method to:
  1. Provide an objective evaluation of your employee's performance and to share this feedback with the employee
  2. Assist in determining the true development needs of your 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's Assessment

As a manager, your insights are essential to capture the accomplishments and performance of your team members during the review period. Please provide brief answers to the questions below. The information you provide will be included in the employee's Performance Appraisal.

If you need to submit additional printed sheets, ensure they are signed, dated, and handed over to your Department Head. Additionally, if you believe another individual should contribute to this review, please provide their name and contact details.


Competencies Included:
Supervisory Skills, Communication Skills, Accountability, Establishing Focus/Direction, Decision Making, Technical, Managing Risk, Interpersonal Skills, Empowering Others, Strategic Focus, Company

Part 1: Skills and Accomplishments


  1. Please provide a comprehensive list of this employee's significant accomplishments and any special projects they contributed to during this evaluation period. This information will help us recognize their efforts and understand the impact to the organization.



  2. Please detail any professional development activities this employee has engaged in, such as
    college courses, additional training, seminars, and trade magazine readings.



  3. What do you consider this employee's greatest strengths in your current job?



  4. Which areas of their performance at the company do you feel they need to improveme?


Part 2: Job Competencies

Rating Scale:

Exceeds ExpectationsPerformance consistently surpasses job requirements. Both the quality of their work and the manner in which they achieved it far exceeded the standards and expectations for the position. They demonstrated exceptional competence and productivity. This high level of performance is evident throughout the year and across all critical aspects of their role.
SatisfactoryThe employee consistently shows satisfactory performance and effectively completes assigned tasks. They are fully competent in their role and perform their duties adequately. However, they may require some direction or supervision.
UnsatisfactoryThe employee consistently falls short of the performance standards expected for this role in nearly all key areas. The quality and manner of their work are below company standards and deemed unacceptable. Without significant and immediate improvement, this rating should prompt the employee to reflect on the suitability of their continued employment.
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  1. Supervisory Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets a good example for others to follow. Fosters a culture of personal responsibility and accountability. Effective in resolving conflicts to mutual satisfaction of the parties. Provides useful and constructive feedback to employees.
Comments, Compliments, and/or Constructive Criticism:


  1. Communication Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Marks their status as "available" to signal they are open for communication. Delivers well-prepared, informed, poised and succinct presentations. Communicates clearly and get to the point without unnecessary details. Conducts impactful training sessions.
Comments, Compliments, and/or Constructive Criticism:


  1. Accountability:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Exhibits a sense of ownership of outcomes and results. Follows through on commitments made. Takes responsibility for the direction of the team. Can be counted on to do their role well.
Comments, Compliments, and/or Constructive Criticism:


  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Maintains focus when handling several problems or tasks simultaneously. Makes sure that employees understand how their work relates to organizational goals. Aligns the department's goals with the goals of the organization. Stays focused even when under pressure and stress.
Comments, Compliments, and/or Constructive Criticism:


  1. Decision Making:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Assesses the risks, benefits, and potential impact of a number of options when deciding a course of action Remains focused on the immediate goal when making decisions. Willing to change their strategy if new information arises. Weighs the pros and cons of decisions.
Comments, Compliments, and/or Constructive Criticism:


  1. Technical:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Knows how to produce high quality products/work. Willingly shares information and expertise; sought out as resource by others Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices Uses expertise to identify issues and think through creative solutions to get a problem solved or objective accomplished.
Comments, Compliments, and/or Constructive Criticism:


  1. Managing Risk:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Ensures employees are aware of potential impacts by increasing risk visibility. Committed to implementing rules and procedures to minimize risk. Prioritizes risks to act on critical issues first. Determines the amount of deviation from the plan that will be tolerated.
Comments, Compliments, and/or Constructive Criticism:


  1. Interpersonal Skills:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Gives good advice and suggestions to coworkers. Assists employees that need help. Uses tact, compassion, and sensitivity in interactions with others. Understands the core issues of conversations.
Comments, Compliments, and/or Constructive Criticism:


  1. Empowering Others:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Includes others in the decision making process. Gives new tasks to employees. Assigns tasks that allow employees to use their critical thinking skills. Expresses confidence in the abilities of others.
Comments, Compliments, and/or Constructive Criticism:


  1. Strategic Focus:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Monitors company performance and makes adjustments to the strategic plan as needed. Identifies strengths that competitors would have trouble imitating. Creates measures of performance and profitability to assess financial objectives. Identifies sources for developing a global competitive advantage for the company.
Comments, Compliments, and/or Constructive Criticism:


  1. Company:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Expresses loyalty and dedication to [Company] in interactions with others. Understands how decisions impact other business units beyond their immediate department of work group. Attends [Company] gatherings and social events. Understands the "basics" as to how [Company] functions/operates.
Comments, Compliments, and/or Constructive Criticism:



Part 3: Employee's Individual Development Plan

Short-term Goals
What goals do you wish the employee to accomplish in the next year?


Long-term Goals
What goals do you wish the employee to accomplish within the next 2 to 3 years?


Skill Acquisition
What new skills should the employee plan to acquire within the next evaluation period?