The Manager Appraisal Form serves as a standardized tool for evaluating management performance across Canadian organizations. This document is typically used during annual or semi-annual performance reviews to assess managers' effectiveness in areas such as leadership, strategic thinking, team management, and goal achievement. The form ensures compliance with Canadian employment standards, including the Canadian Human Rights Act and provincial employment legislation, while providing a structured framework for performance evaluation and development planning. It includes sections for objective assessment, feedback documentation, and future development planning, making it an essential tool for performance management and succession planning.
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1. Employee Information: Basic details including employee name, position, department, employee ID, time in current role, and review period
2. Evaluator Information: Details of the evaluating manager including name, position, and relationship to employee
3. Performance Metrics: Key performance indicators and rating scale (typically 1-5) covering areas such as leadership, communication, project management, and team development
4. Core Competencies Assessment: Evaluation of fundamental management skills including decision-making, strategic thinking, people management, and resource allocation
5. Goals Achievement: Review of previously set goals and objectives, including measurement of success and completion status
6. Development and Training: Assessment of professional development activities undertaken and their impact on performance
7. Overall Performance Rating: Summary score and general assessment of the manager's performance during the review period
8. Comments and Feedback: Detailed observations and specific examples supporting the evaluation
9. Action Plan: Specific steps for improvement and development in the next review period
10. Acknowledgment: Signatures of both evaluator and employee, confirming discussion of the appraisal
1. 360-Degree Feedback Summary: Include when the organization uses multi-source feedback as part of the evaluation process
2. Project-Specific Evaluation: Add for managers who led significant projects during the review period
3. Financial Performance Metrics: Include for managers with budget or P&L responsibilities
4. Client/Stakeholder Feedback: Add for managers with significant external relationship responsibilities
5. Innovation and Change Management: Include for organizations undergoing significant transformation or prioritizing innovation
6. Remote Work Performance: Add for evaluating performance in remote or hybrid work environments
7. Cultural Competency Assessment: Include for managers leading diverse teams or international operations
1. Performance Rating Scale Guide: Detailed explanation of the rating system and criteria for each level
2. Competency Framework: Detailed breakdown of expected competencies and behaviors at different management levels
3. Previous Goals and Objectives: Documentation of goals set in the last review period
4. Development Resources: List of available training programs and development opportunities
5. KPI Definitions: Detailed definitions and calculations for performance metrics used in the evaluation
Relevant legal definitions
Review Period
Performance Rating Scale
Core Competencies
Key Performance Indicators (KPIs)
Development Plan
Performance Objectives
Evaluator
Evaluee
Strategic Goals
Performance Metrics
Leadership Competencies
Management Effectiveness
Professional Development
Action Items
Improvement Areas
Rating Categories
Exceeds Expectations
Meets Expectations
Below Expectations
Performance Standards
360-Degree Feedback
Direct Reports
Stakeholders
Career Development
Operational Excellence
Performance Improvement Plan
Evaluation Criteria
Management Objectives
Organizational Values
Target Achievement
Performance Rating Scale
Core Competencies
Key Performance Indicators (KPIs)
Development Plan
Performance Objectives
Evaluator
Evaluee
Strategic Goals
Performance Metrics
Leadership Competencies
Management Effectiveness
Professional Development
Action Items
Improvement Areas
Rating Categories
Exceeds Expectations
Meets Expectations
Below Expectations
Performance Standards
360-Degree Feedback
Direct Reports
Stakeholders
Career Development
Operational Excellence
Performance Improvement Plan
Evaluation Criteria
Management Objectives
Organizational Values
Target Achievement
Clauses
Confidentiality
Data Protection
Performance Assessment
Leadership Evaluation
Goal Setting
Development Planning
Feedback Process
Rating Methodology
Review Period
Documentation Requirements
Appeal Process
Non-Discrimination
Accommodation
Performance Metrics
Evaluation Criteria
Signature Requirements
Record Keeping
Amendment Process
Fair Assessment
Professional Development
Objective Setting
Performance Standards
Grievance Procedure
Privacy Protection
Data Protection
Performance Assessment
Leadership Evaluation
Goal Setting
Development Planning
Feedback Process
Rating Methodology
Review Period
Documentation Requirements
Appeal Process
Non-Discrimination
Accommodation
Performance Metrics
Evaluation Criteria
Signature Requirements
Record Keeping
Amendment Process
Fair Assessment
Professional Development
Objective Setting
Performance Standards
Grievance Procedure
Privacy Protection
Relevant Industries
Financial Services
Technology
Healthcare
Manufacturing
Retail
Professional Services
Education
Government
Telecommunications
Construction
Energy
Non-Profit
Transportation
Hospitality
Mining
Agriculture
Relevant Teams
Human Resources
Operations
Finance
Legal
Information Technology
Sales
Marketing
Research and Development
Customer Service
Production
Quality Assurance
Administration
Strategy
Compliance
Risk Management
Corporate Communications
Relevant Roles
Department Manager
Team Leader
Project Manager
Director
Vice President
Chief Executive Officer
Regional Manager
Branch Manager
Operations Manager
Senior Manager
Program Manager
Division Head
Supervisor
Unit Manager
Group Leader
Executive Director
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