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Vision - Performance Management Assessment Sample #3


Performance Assessments that include Vision:
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:
Vision, Planning, Passion to Learn, Emotional Intelligence, Persuasion and Influence, Initiative, Clarity, Trustworthy, Customer Focus, Teamwork

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. Vision: Defines a roadmap for realizing the organization's vision. Envisions and articulates a clear path for the department's accelerated growth over the next year. Develops action plans to align his/her work with the goals of the organization. Brings the strategic vision to fruition by planning, coordinating, and executing necessary actions, while ensuring the team meets the overarching goals of the organization.
  1. Planning: Analyzes market trends to plan the best course of action. Creates effective project plans. Understands what materials will be required to successfully implement the plan. Anticipates obstacles and ways to overcome them.
  1. Passion To Learn: Will participate in training classes even if offered outside of normal working hours. Inspires others to learn new things. Demonstrates a willingness to participate in continuing education courses. Recognizes own areas for development and consciously seeks assignments that will provide practice in areas of developmental need.
  1. Emotional Intelligence: Is able to manage their own emotions. Helps to make decisions and solve problems using knowledge about how others will react in certain situations. Is able to control their own emotions. Helps employees to resolve conflicts, communicate clearly, and work together to solve problems.
  1. Persuasion and Influence: Ensures stakeholders are involved in the decision making process. Persuades others to consider alternative points of view. Seeks to obtain consensus or compromise. Communicates effectively with others.
  1. Initiative: Immediately works on solving problems. Takes action without being asked. Initiates the development of new products. Cleans the workspace without being told.
  1. Clarity: Clearly defines work objectives for employees. Clarifies problems and their causes to help employees correct them. Avoids creating ambiguity or mixed messages. Communicates ideas and facts clearly and effectively in writing.
  1. Trustworthy: Builds and maintains the trust of others. Consistently keeps commitments. Takes ownership, delivers on commitments Demonstrates a sense of responsibility and commitment to public trust.
  1. Customer Focus: Uses feedback from the customer to help improve the customer's experience. Persistent in solving customer issues. Responsive to customer needs. Maintains up-to-date information regarding customer products.
  1. Teamwork: Appreciates the input from other team members. Emphasizes the importance of getting individuals to work as a team Facilitates team discussions and problem-solving Listens to other team members without interrupting them.

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments