Management & Supervisor Performance Evaluation

Employee Name:  	
Job Title:  	
Department:   	
Supervisor/Manager:  	
Review Period:	
Date:  	
Type of Review:	[ ] Annual	[ ] 6 month	[ ] Other

Rating Guide: 

[1]	 [2]	[3]	[4]	[5]	
Unsatisfactory Performance	Improvement Desired	Meets Expectations      	Exceeds Expectations	Outstanding Performance	

REVIEW OF OBJECTIVES	

Attach copy of the individual’s One Page Performance Plan, and evaluate the actual results achieved.    In the absence of a One Page Performance Plan, record objectives from the previous review period in the space below and discuss the extent to which each objective was fulfilled.  Also describe changes (if any) to original objectives.

Objective 1:  

Objective 2:  

EMPLOYEE PERFORMANCE	

Use this section to describe employee performance in specific work areas.

Adaptability/Flexibility:
Adapts to change, is open to new ideas, takes on new responsibilities, handles pressure, adjusts plans to meet changing needs.
	Rating: [     ]
	
Comments:  

	

Communication:
Communicates well both verbally and in writing, creates accurate and punctual reports, delivers presentations, shares information and ideas with others, has good listening skills.
	Rating: [     ]
	
Comments:  

	

Decision Making/Judgment:
Recognizes problems and responds, systematically gathers information, sorts through complex issues, seeks input from others, addresses root cause of issues, makes timely decisions, can make difficult decisions, uses consensus when possible, communicates decisions to others.
	Rating: [     ]
	
Comments:  

	

Hiring:
Defines position requirements and necessary skills, recruits large applicant pool, prepares for and conducts good interviews, values both experience and potential, selects appropriate candidates, builds teams with complementary skills, promotes diversity in hiring.
	Rating: [     ]
	
Comments:  

	

Leadership:
Leads through change and adversity, makes the tough call when needed, builds consensus when appropriate, motivates and encourages others.
	Rating: [     ]
	
Comments:  

	

Managing Performance:
Applies clear/consistent performance standards, handles performance problems decisively and objectively, is direct but tactful, provides guidance and assistance to improve performance.
	Rating: [     ]
	
Comments:  

	

Meeting Management:
Holds appropriate number of meetings, develops a meeting agenda, sets clear goals for meetings, involves appropriate people, encourages and balances input.
	Rating: [     ]
	
Comments:  

	

People Development:
Provides feedback and coaching, rewards hard work and risk taking, takes mentoring role, challenges and develops employees, accepts mistakes, provides visibility/opportunity.
	Rating: [     ]
	
Comments:  

	

People Management:
Defines roles and responsibilities, motivates and challenges employees, delegates effectively, rewards contributions, manages collaboratively.
	Rating: [     ]
	
Comments:  

	

Planning:
Develops realistic plans, sets goals, aligns plans with company goals, plans for and manages resources, creates contingency plans, coordinates/cooperates with others.
	Rating: [     ]
	
Comments:  

	

Problem Solving/Analysis:
Breaks down problems into smaller components, understands underlying issues, can simplify and process complex issues, understands the difference between critical details and unimportant facts.
	Rating: [     ]
	
Comments:  

	

Results Focus:
Targets and achieves results, sets challenging goals, prioritizes tasks, overcomes obstacles, accepts accountability, sets team standards and responsibilities, provides leadership/motivation.
	Rating: [     ]
	
Comments:  

	

Vision and Values:
Supports values and daily actions and decisions, communicates vision and values to others, generates enthusiasm, incorporates vision when planning.
	Rating: [     ]
	
Comments:  

	

PERFORMANCE SUMMARY	

Use this section to summarize the employee's performance in the last review period, and to provide an overall rating if applicable.  When providing comments, consider the employee's performance against objectives, key issues from the Employee Performance section above, and strengths/potential improvements.

Summary:  	Overall Performance Rating:  [  0.0  ]
	
Comments:  

	

EMPLOYEE COMMENTS	

Use the space below to make comments regarding your performance evaluation.  Or, attach a separate comment sheet or self appraisal document.

Comments:  

OBJECTIVES FOR NEXT REVIEW PERIOD	

Use the following section to record objectives for the next review period.

Objective 1:  

Objective 2:  

EMPLOYEE DEVELOPMENT PLAN	

This section should be completed after employee and manager have agreed upon desired areas of improvement and development needs related to upcoming goals.  It should include developmental objectives, corresponding development activities (on the job, formal training, etc.),and measurements and time frames for completion.

Developmental Objective 1:  

Developmental Objective 2:  

SIGNATURE SECTION	

Employee Signature					Date

Manager Signature					Date

Second-Level Review Signature			Date