Employee Performance Review Assignment | Get Homework Help

 Employee Performance Review

Date of the Review:

Employee Name:

Position: Mid-Level Manager

Years/Months Employed in the Position: 6 Months

Reviewer Name and Title:

 

Criteria Description Rating 1 Rating 2 Rating 3
Accuracy This is based on the ability to accurately meet the organization’s objectives in execution of tasks. High Medium Low
Competence Show due diligence in completion of all tasks. High Medium Low
Thoroughness Show high-level dedication on the completion of all assigned tasks. High Medium Low
Time management Show ability to handle different tasks and effectively complete them on time. Excellent Fair Poor
Productivity level Meet all the target objectives. Excellent Fair Poor
Ability to meet deadlines All tasks were complete before or on time. Excellent Fair Poor
Knowledge of works and tasks Portray profound understanding of assigned tasks. Efficient Moderate Low
Skills Illustrate prowess in executing the tasks assigned. Efficient Moderate Low
Communication Ability to articulate your mandates to the subjects as a mid-level manager. Great Good Lacking
Team work Show ability to work well with others. Great Good Lacking

 

Detail about employee’s strengths

In terms of quantity of work completion, knowledge of the tasks and responsibilities, and conduct in the workplace, the mid-level manager showed an excellent score. The strengths are fundamental in taking one’s job serious and commitment to execute your mandates in the organization. Hence, serve as key ingredients for a competitive organization (Root, 2019).

 

Detail about employee’s areas requiring improvement

The employee showed several key areas that were lacking and suffered a deficit in execution excellency. For example, in terms of the quality of work, the employee was short to meet the organization’s expectations. Accuracy and thoroughness performed poorly. This is attributed to the slow adaptation into the organization and getting along with other employees. As indicated in the rating scale, teamwork was highly lacking for a mid-level manager.

 

Suggestions for growth, goals, or professional development?

To be able to meet the organization’s objectives and expectation, there is need to improve the mid-level manager’s capacity to engage with the employees in the workplace. Teamwork plays an integral role to the overall success of the organization. As a leader, installing various leadership styles and approaches can be essential to improving the quality and competence in working with other employees (Bolden-Barrett, 2018).

 

Additional Comments

It is fundamental to note that, the organization requires all employees to cooperate and work collaboratively towards meeting its objectives. In the wake where the mid-level manager cannot be able to coordinate the junior employees under his/her command, it poses a profound threat to the competitiveness of the organization. Therefore, extensive training for the mid-level manager to utilize the human resources as the most strategic asset for the organization is fundamental to set a competitive advantage for the organization. Hence, the performance evaluation tool emphasizes on the value of the mid-level manager to work well with other employees in the organization.

Feedback and coaching: This provides a path for growth and development of all employees in the organization. As the mid-level manager, the employee should focus on motivating other employees and creating an enabling environment that draws the best and maximizes on the strengths of all employees. Individually, the mid-level manager should be accorded the necessary support to enhance his/her skills and competence in meeting all his/her responsibilities due diligently.

 

Employee Signature ______________________________                        Date ______________

Supervisor Signature ______________________________                        Date ______________

 

Synopsis of the Value of the Evaluation Process

The evaluation process for the mid-level manager is best conduct periodically after every six months. This gives room for improvement in the second half should there be deficit in the first half. Also, it serves as an impetus to remain focused, committed and efficient in one’s work (Haigh, 2018). However, a consideration of quarterly reviews would be essential should the mid-level manager show great need for additional improvement. In this case, this can only be considered should the second performance review fail. Alternatively, it is the organization’s expectation that the performance review creates an enabling environment to improve on the deficits and maximize on the strengths. Consequently, culminate on the creation of a highly efficient and competent mid-level manager.

Reference

Bolden-Barrett, V. (2018, December 14). Performance appraisals are getting shorter and more frequent. Retrieved from https://www.hrdive.com/news/performance-appraisals-are-getting-shorter-and-morefrequent/544287/

Haigh. C. A. (2018). Rethinking the annual performance evaluation. Fire Engineering, 171(8), 41–48. Retrieved from https://www.libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc t=true&db=tsh&AN=131636838&site=eds-live&scope=site

Root, G. N., III. (2019, March 8). Methods of performance evaluation. The Houston Chronicle. Retrieved from https://smallbusiness.chron.com/methods-performance-evaluation-1869.html

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