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Potential Assessment Form

This potential assessment form is used by supervisors to rate candidates for promotion on factors like human relations, leadership, and personal attributes. The form contains ratings on a scale of 1 to 5 for qualities such as ability to adapt, relate to others, deal with the public, show leadership, and handle stress. Supervisors are asked to provide an overall point score to indicate the candidate's potential to perform higher level duties.

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kookiev143
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540 views2 pages

Potential Assessment Form

This potential assessment form is used by supervisors to rate candidates for promotion on factors like human relations, leadership, and personal attributes. The form contains ratings on a scale of 1 to 5 for qualities such as ability to adapt, relate to others, deal with the public, show leadership, and handle stress. Supervisors are asked to provide an overall point score to indicate the candidate's potential to perform higher level duties.

Uploaded by

kookiev143
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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POTENTIAL ASSESSMENT FORM (PA)

(To be accomplished by the Supervisor)

NAME: ___________________________________________ AGE: ________________


PRESENT POSITION: _______________________________ SALARY: _____________
OFFICE/DEPARTMENT: _______________________________________________________
CONSIDERED TO THE POSITION OF: __________________________________________

Instruction:

As the immediate supervisor of the candidate, you are to rate him/her on certain factors
concerning human relations, leadership and personal attributes which would indicate the
potential of an individual to perform not only the duties of the position to be filled but also those
of higher and more responsible positions. Base your rating on the following levels of standards
with their corresponding point score.

LEVEL POINT SCORE

Excellent -a standard of performance which could not be improved 5


by any circumstances or conditions

Good -a standard performance above the average and meets all 4


Normal requirements of the position

Average -a standard of performance that meets the normal requirements 3


of the position

Fair -a standard of performance which is below the normal 2


requirements of the position, but one may be regarded as
marginally or temporarily acceptable

Poor -a standard or performance regarding unacceptable for the 1


Position

I. HUMAN RELATIONS
1. Ability to adopt/adjust to the organization
1.1 Is he able to adjust to the variety of personalities, rank and
Informal groups present in the organization? __________
1.2 Does he internalize/work changes with ease and vigor? __________
2. Ability to Relate to Superiors
2.1 How does he respond to your requests, demands, and
expectations? __________
2.2 Does he appraise you of the significant problems in his
work their causes to correct them? __________
2.3 In the face of difference in behavior between him and you,
can he maintain in his individual point of view? __________
3. Ability to interface with peers
3.1 Does he behave the respect and acceptance of his peers? __________
3.2 Does he try to help his peers in clarifying points they are
trying to solve? __________
4. Ability to Deal with the Clientele/Public
4.1 Is he always cordial and respectful in dealing with
transacting public? __________
4.2 Does he show enthusiasm in providing the clients public
the necessary advice and assistance they sought for? __________
5. Leadership ability
5.1 Is he able to encourage his peers and subordinates to
contribute and participate in problem-solving and decision-
making? __________
5.2 Can he influence your thinking attitude and behavior and
that of his peers? __________
5.3 When assigned with adhoc external groups, does he lead
the members to do willingly the assigned tasks/projects? __________
5.4 When assigned to be a leader/chairman of the working
group, does he assume responsibility for the work of the
other members? __________

II. PERSONAL QUALIFICATION AND ATTRIBUTES


1. Integrity and Innovativeness
1.1 Is he intellectually critical of existing standards, system
And policies? __________
1.2 Does he take the initiative to organize or develop programs
systems, procedures and standards that will benefit the
organizations? __________
2. Stress Tolerance
2.1 Does he have a high degree of tolerance for tension
resulting from increasing volume of work, organizational
change, environmental conflict, etc? __________
2.2 Is he able to control and handle his anger and negative
emotions? __________
2.3 Does he accept criticism objectively whether from his
subordinates, peers or superiors? __________
3. Decisiveness
3.1 When you seek help from him in solving problems, does
he submit considered analysis of alternatives and recommend
suggestions for solutions? __________
3.2 When he need to make a decision immediately, is he able to
act quickly and make sure the best decisions possible? __________

TOTAL POINT SCORE =========

Rated by:

_____________________________
Supervisor/Chief of Office

____________________________
Designation/Position Title

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