Performance Appraisal of Supervisors

Performance Appraisal of Supervisors

Performance grading form

Name	Department
Evaluation Period	Overall Rating

Goal Specific to the Individual Supervisor

A.   Extent of achievements

B.   Areas for improvement

Future Goal

A.   Goal objective

B.   Resources and support required

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Please tick where appropriate where 1=Very Good, 2=Good, 3=Fair, 4=Unknown

	1	2	3	4
Leadership/Accountability/Ownership (20%)
Delegates duties and responsibilities appropriately
Honest and ethical in all entrusted responsibilities
Takes personal responsibility for the success of the unit
Unit consistently meets all the performance indicators
Communication (20%)
Demonstrates active listening skills
Demonstrates good facilitation skills
Easily accessible to all staff
Encourages open exchange of ideas
Holds timely, fair, and constructive performance appraisals
Organizes regular unit meetings
Shares information with management and staff
Respectful Employee Relations (10%)
Provides respectful, constructive feedback
Treats everyone respectfully
Values diverse perspectives
Collaboration (10%)
Facilitates exhaustive discussion before decision-making
Seeks consensus when appropriate
Develops strong teamwork in the unit
Conflict Resolution (10%)
Resolves conflicts quickly and fairly leading to positive outcomes
Effectively solves daily routine problems
Employee Advancement (10%)
Encourages employee advancement through suitable training and development
Encourages and supports staff participation in various project teams
Diversity Support (10%)
Supports advancement of a multicultural team
Participates and facilitates staff participation in diversity training opportunities
Provides enabling environment for multicultural workforce
Promotes affirmative action for minorities
Health and Safety (10%)
Ensures a safe working environment

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Rationale

A supervisor primarily has authority over a small group of workers and is in charge of their workplace. The supervisor has the power and authority to give instructions and or orders to subordinates of whom they are held responsible for their work and actions. Hence, the main role of the supervisor is communication and leadership, as reflected in the performance grading form weighting, with both those roles contributing 40% of the overall total supervisor rating.

The supervisor’s main responsibility is to ensure that the group of workers achieves an assigned amount of production within allocated deadlines and to required levels of quality, costs and safety. For the group of workers to perform well together, they must be in synch; with the supervisor performing a leading role. This requires certain qualities such as good people skills, supportiveness and fairness. Such qualities will lead to the unit having respectful employee relations (10), good collaboration (10%), and effective conflict resolution (10%).

Through direct daily employee contact, supervisors are uniquely placed to respond to employee needs, problems, and satisfaction. A direct link between the management and the workforce, they should be at the forefront in employee advancement (10%), diversity support (10%) and health and safety (10%).

These weighted broad areas that reflect the supervisor’s duties, responsibilities and qualities are further broken down to specific performance  indicators, with each of them being graded from very good to unknown (poor) in the performance grading form. The form also appraises whether the supervisor met their overall goal and sets a new goal for them.

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References

Falcone, P, and Tan, W, 2013. The Performance Appraisal Tool Kit: Redesigning Your Performance Review Template to Drive Individual and Organizational Change. New York: AMACOM.

Grote, D, 2011. How to Be Good at Performance Appraisals: Simple, Effective, Done Right. New York: Harvard Business Review Press.

Neal, JE, 2014. Effective Phrases for Performance Appraisals: A Guide to Successful Evaluations. Perrysburg: Neal Publications.

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