Time Management - Performance Management Assessment Sample #3


Performance Assessments that include Time Management:
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:
Time Management, Performance, Safety, Others, Communication Skills, Self-Management, Punctuality, Managing Performance, Project Management, Delegation

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. Time Management: Achieves high output to meet deadlines. Uses batch processing to accomplish many similar tasks simultaneously. Manages time effectively by focusing efforts on high value tasks. Eliminates tasks that are unimportant for the job.
  1. Performance: Able to organize work. Shown significant improvement in job performance. ...Produce Quality Works effectively in the department.
  1. Safety: Seeks to reduce the likelihood of accidents. Works to implement corrective safety measures. Develops a culture of safety. Supports our company's safety programs.
  1. Others: Consistently demonstrates ability and willingness to trust others. Treats others with respect and dignity. Supports the efforts of other employees in implementing solutions to problems. Forms working relationships with employees from other departments.
  1. Communication Skills: Faces the person when speaking or listening to engage in direct communication. Effectively engages with everyone from the CEO to external partners. Listens to others' points of view with an open mind Provides the reasoning behind choices and actions.
  1. Self Management: Analyzes interpersonal problems instead of reacting to them. Analyzes own reactions on the spot to ensure that communication does not appear to be driven by anger. Sets an example for associates during stressful periods by maintaining a positive, can-do attitude. Steps away from a situation to process appropriate response.
  1. Punctuality: Arrives to meetings on time. Avoids making personal phone calls during working hours. Starts meetings on time. Responds to requests for information in a timely manner.
  1. Managing Performance: Assigns tasks and responsibilities and holds employees accountable for actions. Places employees on probation if they fail to meet minimum performance standards. Sets performance expectations that are clear, specific and concise. Is proactive in administering the rewards program.
  1. Project Management: Accurately determines the number of staff needed for the project. Develops performance measures for various aspects of the project. Conducts a risk assessment for the project. Fosters an environment that promotes collaboration among team members.
  1. Delegation: Entrusts subordinates with important tasks. Defines the roles, responsibilities, required actions, and deadlines for team members. Assigns tasks to create learning opportunities for the employees. Clearly defines duties and tasks to be completed.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments