Introduction:

Staff members receive regular feedback (hopefully) on their performance from the manager, which provides positive reinforcement and constructive advice on those areas in which they might improve.  Yet there is seldom a mechanism in place tht allows the manager to receive feedback from staff.  The following evaluation vehicle has been developed for that purpose.

This is not for the faint of heart.  Even the most skillful of managers possesses areas which could stand improvement. Therefore, implement this process ONLY if your ego can accept the criticism in a nondefensive manner; and 2) if you're willing to work on improving those areas that are pointed out by staff. Otherwise, this exercise can be more destructive than constructive.

Name of Individual to be Evaluated:   _________________________________________

Directions:

Read the first statement and rate the participant by circling the appropriate number below.  Follow the same procedure for each of the eighteen characteristics on the following pages.

   Below Average                       Average                         Above Average

           0       1       2       3       4       5       6       7       8       9       10
 
 

1. SERVICE TO OTHERS: ... is perceived by other members of the organization as willing and able to provide assistance as needed.

 

 
 
 
 
 

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2. COORDINATION: ...has ability to plan and direct the efforts of different people toward a common goal.

 

 
 
 
 
 

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3. INITIATIVE: ...acts independently in new situations, seeing what needs to be done without being told by higher authority.

 

 
 
 
 
 

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4. INSPIRES CONFIDENCE: ...is perceived by members of the organization as considerate and responsive to their needs and inspires confidence and trust.

 

 
 
 
 
 

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5. EFFECTIVE LEADERSHIP: ...influences others over whom he/she has no supervisory authority.

 

 
 




MOTIVATION




6. INSPIRING OTHERS: ...puts organizational goals and objectives in such a way that others identify with them and feel a sense of personal accomplishment.

 

 
 
 
 
 

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7. APPRECIATION: ...usually recognizes a job well done and shows some form of appreciation.

 

 
 
 
 
 

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COMMUNICATION




8. ACCESSIBILITY: ...within the demands of his/her duties, he/she can be contacted when it is necessary.

 

 
 
 
 
 

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9. FEEDBACK WELCOME: ...gives the impression that both positive and negative feedback are honestly welcome and really heard.

 

 
 
 
 
 

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10. ACTION TAKEN: ...when appropriate feedback is given, immediate action will be taken without having to be reminded frequently.

 

 
 
 
 
 

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11. COMMUNICATION OF GOALS AND RELATED INFORMATION: ...conveys to the other members of his/her organization appropriate goals and objectives and the necessary information related to those goals and objectives.

 

 
 
 
 
 

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12. GIVES FEEDBACK: ...gives both positive and negative feedback so that a relationship of mutual trust is built.

 

 
 
 
 
 

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GOAL SETTING




13. KNOWLEDGE OF GOALS: ...shows by his/her actions that he/she has a good knowledge of company goals and objectives as they relate to his/her position.

 

 
 
 
 
 

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14. USE OF PERSONAL RESOURCES: ...controls his/her personal time and energy so that they are used according to the priorities of the above mentioned goals and objectives.

 

 
 
 
 
 

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DEVELOPMENT OF SUBORDINATES




15. INTEREST IN SUBORDINATES: ...shows a genuine interest in subordinates as an individual (in terms of the individual's needs, values, goals, expectations and aspirations).

 

 
 
 
 
 

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16. ENCOURAGES CREATIVITY: ...encourages subordinates to the creative use of their talents in reaching organizational goals.

 

 
 
 
 
 

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DELEGATION OF AUTHORITY




17. LEVEL OF DELEGATION: ...delegates authority so that the decisions are made at the lowest reasonable level.

 

 
 
 
 
 

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18. EFFECTIVE DELEGATION: ...when authority is delegated, the subordinate is permitted the freedom to succeed and yet given the help needed to accomplish the task or objective delegated.

TO THE RATER:

Your comments on this section are the most important part of this profile.  Please complete it with special care, providing at least a couple of sentences for each section.  If more space is needed, please add an extra page.
 

From the characteristics discussed earlier would you indicate those two which you consider to be this person's greatest strength
                   1 ______                                           2 ______
 

COMMENTS ON THIS PERSON'S GREATEST STRENGTHS . . .
 
 
 
 
 
 

                   1 ______                                           2 ______
 

COMMENTS ON THE AREAS OF EMPHASIS IN ORDER TO EFFECT THE GREATEST INCREASE IN INDIVIDUAL EFFECTIVENESS . . .