hr-survey.com

Teamwork - Performance Management Assessment Sample #3


Performance Assessments that include Teamwork:
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:
Teamwork, Client Focus, Business Acumen, Vision, Self-Management, Cultural Awareness, Management, Analytical, Time Management, Achievement

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.
Edit this Survey
Would you like to edit this survey? Click here to begin.


  1. Teamwork: Actively and openly participates in team meetings. Able to work closely other team members who are considered to be difficult to work with. Acts as an effective team player Makes decisions that positively impact team performance.
  1. Client Focus: Creates high quality products for the clients. Ensures clients are comfortable with the services provided. Addresses client complaints immediately. Effectively troubleshoots client issues.
  1. Business Acumen: Responds quickly to customer business inquiries. Able to align resources to meet the business needs of the company. Is up-to-date with regulatory guidelines and policies. Creates robust talent development programs through the identification of key skills gaps and future needs ensuring the company is able to meet its mission and vision.
  1. Vision: Crafts a compelling roadmap for the department's future. Focuses efforts on implementing the organization's strategic vision. Directs team efforts towards key elements of the vision. Cultivates an environment that embodies the department's vision.
  1. Self Management: Deals with conflict by controlling own emotions by listening, being flexible, and sincere in responding. 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. Is aware of personal impact on others and adjusts behavior to create a positive leadership presence.
  1. Cultural Awareness: Is aware of the similarities and differences among and between cultural groups. Treats others with dignity and respect. Values the diverse perspectives from others. Seeks opportunities to learn about the other cultural backgrounds of colleagues.
  1. Management: Takes responsibility for things that go wrong Sets an example for others to follow Makes you feel enthusiastic about your work Is ready to offer help
  1. Analytical: Examines how the new software will affect workflows, employee morale, customer interactions, and long-term scalability. Uses analytical thinking to make desirable outcomes more probable. Divides complex problems or tasks into components/parts for further analysis. Makes reasonable decisions about the importance of different sources of information.
  1. Time Management: Delegates simple tasks to employees so the manager can focus on more complex tasks. Bundles different tasks together if they can be done at the same time. Delegates tasks to those with free time to do them. Approaches work with a sense of urgency.
  1. Achievement: Allocates resources as needed to accomplish organizational goals. Sets ambitious standards of performance. Uses established goals and performance measures to keep track of performance. Takes calculated risks to achieve significant rewards.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments