Being able to effectively evaluate managers performance is therefore essential for understanding the effectiveness of leadership across the company, to learn where each manager's strengths and weaknesses are, and to identify gaps for additional learning and development.
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Title Page
Employee Name & Surname
Job Title
Conducted on
THESE QUESTION RELATE TO YOUR CURRENT MANAGER AND OR ASSISTANT MANAGER POSITION
Performance Assessment
ADMINISTRATION - Do you measure effectiveness in planning, organizing and efficiently handling activities and eliminating unnecessary activities
KNOWLEDGE OF WORK - Do you have the skill level, experience, knowledge and understanding of all phases of the job and what is required of you to perform your job.
COMMUNICATION - Do you effectively listen to others, and express ideas, both orally and in writing and provide relevant and timely feedback to management, co-workers, subordinates and customers.
TEAMWORK - Are you a team player and how well do you get along with fellow employees, do you respect the rights of other employees and show a cooperative spirit.
DECISION MAKING/PROBLEM SOLVING - How effective are you in understanding problems and making timely, practical decisions.
EXPENSE MANAGEMENT - How effective are you in establishing appropriate reporting and control procedures; operating efficiently at lowest cost; staying within established budgets.
HR MANAGEMENT - How effective are you in evaluating your staff's performance; their strengths and developmental needs; providing constructive feedback and taking appropriate and timely action with marginal or unsatisfactory performers.
INDEPENDANT ACTION - How effective is your time management.
JOB KNOWLEDGE - How effective is your knowledge of new methodology, your technique and skill required for your position and related functions, are you remaining current on new developments.
LEADERSHIP - Are you effective in accomplishing work assignments through subordinates; establishing challenging goals; delegating and coordinating effectively; promoting innovation and team effort.
MANAGING CHANGE AND IMPROVEMENT - Do you easily initiate to change, adapt to necessary changes from old methods when they are no longer practical, identifying new methods and generate improvements in the work performance.
CUSTOMER RESPONSIVENESS - Are you responsive and always courteous in dealing with internal staff, external staff, external customers and suppliers.
PERSONAL APPEARANCE - Are you neat and is your personal image appropriate to position.
DEPENDABILITY - Do you comply to instructions and can you perform under unusual circumstances.
Being able to effectively evaluate managers performance is therefore essential for understanding the effectiveness of leadership across the company, to learn where each manager's strengths and weaknesses are, and to identify gaps for additional learning and development.
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The templates are intended to be used as hypothetical examples only and should not be used as a substitute for professional advice.
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