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:


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. Vision: Communicates a vision of where the Company needs to be in the future. Directs team efforts towards key elements of the vision. Develops action plans to align his/her work with the goals of the organization. Focuses subordinates' work on critical aspects of the vision.
  1. Planning: Involves relevant coworkers in the development of the plan. Develops plans used to accomplish urgent or critical tasks. Develops plans to help manage expectations and project demands. Determines staffing needs for the project/department.
  1. Passion To Learn: Takes initiative for own learning and development. Is open to feedback from others. Will participate in training classes even if offered outside of normal working hours. Recognizes own areas for development and consciously seeks assignments that will provide practice in areas of developmental need.
  1. Emotional Intelligence: Accurately perceives the emotional reactions of others. Is attentive to emotional cues and interprets others' feelings correctly. Able to understand others' points of view. Is able to manage their own emotions.
  1. Persuasion and Influence: Persuades others to consider alternative points of view. Seeks to obtain consensus or compromise. Ensures stakeholders are involved in the decision making process. Attempts to persuade others rather than simply control them.
  1. Initiative: Takes the initiative to complete tasks ahead of schedule. Immediately informs the HR Department of any personnel complaints or issues. Initiates the development of new products. Encourages others on the team to suggest process improvements.
  1. Clarity: Seeks to reduce ambiguity in messaging and documents. Clearly explains the vision and goals of the company. Adjusts communication methods to the needs of the audience. Makes sure goals and objectives are clearly and thoroughly explained and understood.
  1. Trustworthy: Communicates an understanding of the other person's interests, needs and concerns. Consistently keeps commitments. Seeks to mitigate grievances by clarifying intentions and finding suitable remedies. Works in a way that makes others want to work with her/him.
  1. Customer Focus: Understands what resources are needed to meet customer needs. Is competent in handling difficult customers. Gets feedback from the customer on a weekly basis. Prioritizes customer issues to tackle the most pressing needs first.
  1. Teamwork: Identifies and resolves conflicts within the team to increase team effectiveness Acts as an effective team player Coaches team on how to solve problems, plan, and meet organizational goals and objectives. Creates opportunities to learn with other team members

Part 3: Individual Productivity and/or SMART Goals

Employee Comments


Supervisor Comments


Part 4: Team Productivity and/or SMART Goals

Employee Comments


Supervisor Comments