Technology Use - Performance Management Assessment Sample #3


Performance Assessments that include Technology Use:
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:
Technology Use/Management, Quality, Technical, Trustworthy, Responsible, Strategic Insight, Vision, Continual Improvement, Punctuality, Attitude

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. Technology Use/Management: Understands and is committed to implementing new technologies. Uses technology in decision making and problem solving. Proficient in the use of technical systems and processes. Applies complex rules and regulations to maintain optimal system performance.
  1. Quality: Ensures the hiring of employees who are dedicated to delivering exceptional quality in every aspect of their work. Analyze what occurred and re-adjusts accordingly when goals are not met. Assesses strengths and weaknesses of various quality initiatives. Provides regular and timely feedback on quality levels.
  1. Technical: Seeks information from others as needed. Willingly shares information and expertise; sought out as resource by others Is knowledgeable of procedures or systems necessary for the job. 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. Trustworthy: Seeks to mitigate grievances by clarifying intentions and finding suitable remedies. Communicates an understanding of the other person's interests, needs and concerns. Consistently keeps commitments. Works in a way that makes others want to work with her/him.
  1. Responsible: ...takes personal responsibility for results. Completes assigned work tasks. Responsible for setting the vision of the department. Works in a way that makes others want to work with her/him.
  1. Strategic Insight: Analyzes records and reports to obtain insight into potential issues and trends. Implements long-term solutions to problems. Adjusts strategic plans based on insights gathered from different points of view. Creates values statement to ensure all employees are working under the same guiding principles.
  1. Vision: Able to formulate and implement a vision for the future of the department. Supports a strong employee culture to ensure alignment with the company's vision. Establishes a timeline for attainment of the organization's vision. Focuses efforts on implementing the organization's strategic vision.
  1. Continual Improvement: Encourages an employee culture of continuous improvement to seek out better ways of doing things. Promotes training and development opportunities to enhance job performance. Open to the suggestions from others. Analyzes processes to determine areas for improvement.
  1. Punctuality: Responds to requests for information in a timely manner. Conducts appointments at scheduled start time. Starts meetings on time. Arrives to meetings on time.
  1. Attitude: Contributes to a positive and fun work environment. Visibly supports and encourages diversity in style and background. Works to eliminate unnecessary work or barriers that get in others' way. Treats all people fairly and with respect.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments