Manager Performance Review
What this document covers
The Manager Performance Review form is a structured document designed for evaluating the performance of managers. This form helps organizations provide a comprehensive assessment of managerial skills, allowing for constructive feedback and the identification of areas for improvement. Unlike general employee reviews, the focus here is specifically on leadership and management capabilities, making it an essential tool for organizational development.
Main sections of this form
- Performance Rating Scale: A section to assess various performance areas with ratings from Outstanding to Below Standards.
- Comments Section: Space for specific feedback on each rated area to provide context and examples.
- Future Goals: A dedicated space for setting objectives that guides managerial growth moving forward.
- Signature Fields: Areas for signatures of both the manager being reviewed and the reviewing authority to validate the assessment.
When to use this document
This form should be used during scheduled performance evaluations, typically conducted annually or bi-annually. It is particularly useful when assessing a manager's contributions to the organization, discussing performance expectations, and planning for future growth and development. Use this form to ensure that reviews are standardized across the organization, promoting consistency and fairness.
Who can use this document
- Supervisors or upper management responsible for conducting performance reviews.
- Human Resources personnel involved in performance management processes.
- Any organization looking to establish a structured evaluation process for managerial staff.
How to prepare this document
- Begin by entering the name of the manager being reviewed and the review period.
- Evaluate each performance area using the rating scale and provide specific comments where necessary.
- Complete the overall performance ratings for management and leadership skills.
- Set future goals for the manager in the designated section.
- Both the manager and the reviewer should sign and date the form upon completion.
Is notarization required?
In most cases, this form does not require notarization. However, some jurisdictions or signing circumstances might. US Legal Forms offers online notarization powered by Notarize, accessible 24/7 for a quick, remote process.
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Make edits, fill in missing information, and update formatting in US Legal Forms—just like you would in MS Word.
Download a copy, print it, send it by email, or mail it via USPS—whatever works best for your next step.
Sign and collect signatures with our SignNow integration. Send to multiple recipients, set reminders, and more. Go Premium to unlock E-Sign.
If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
We protect your documents and personal data by following strict security and privacy standards.
Mistakes to watch out for
- Failing to provide specific examples in the comments section, which can lead to vague evaluations.
- Not including signatures, which can invalidate the review process.
- Using inconsistent rating criteria, leading to ambiguity in assessments.
Advantages of online completion
- Convenience of accessing the form anytime from anywhere, allowing for quicker completion.
- Editability, enabling easy updates and modifications as needed.
- Reliability with integrated online storage, ensuring that completed forms are securely stored.
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FAQ
I always keep my managers and co-workers well informed of my work progress. Clear communication of projects keeps everyone around me aware of what I am working on. I clearly document all my assignments and projects so that others can easily understand and maybe use the same information and finding in future projects.
How should I respond? Start off with a positive observation, then talk about what needs to change or be improved. Finally, finish up with another positive or a helpful suggestion. Give suggestions, but don't make it sound like you're telling them how to do their job.
By Devashish Chakravarty. You may have an opportunity to rate your boss as part of an upward appraisal or a 360-degree feedback system. THE CONTEXT. Intention. Trust. Relationship. Solicited vs unsolicited. THE CONTENT. Process expert.
1. Talk about your achievements. Discussing your achievements is a good way to impress your boss and highlight what you've been up to during the past year. Remember: your manager won't know exactly what you do on a daily basis and they may overlook all the great things you've done.
Think about your tone. Watch your tone sometimes giving feedback can make you feel vulnerable, and cause you to get emotional. Talk in person. Address it as soon as possible. Focus on work. Give feedback on one thing at a time. Be solutions-oriented. Give positive feedback, too.
Don't wait for, say, annual reviews: the sooner you bring it up, the easier it'll be for your boss to stop the behavior. Focus on work. Stay focused on the work: give feedback on the impact your boss's habits or actions have, and don't make it about them personally. Give feedback on one thing at a time.
Be crisp and precise in your words. For negative feedback use the 3-1 rulethree positive feedbacks, one negative. Be factual and truthful in your approach. For instance, 'I think what was great was that goals were clear, resources available and no interference from senior managers.
What you love about your job, and what you wish you could be doing more of. Other skills you have that you believe would benefit your workplace. The achievements you're most proud of, and why. What you need in order to do your best work. The skills you want to gain and why.
Asking for more guidance. Employees should feel empowered to tell their managers when they need more direction. Offering words of appreciation. Expressing feelings of stress. Providing constructive feedback. Phrasing feedback as a question.
