PERFORMANCE REVIEW MECHANISM

FOR
ASSISTANT STORE MANAGER FOR A
RETAIL STORE

ASSUMPTIONS
 Assistant Store Manager for a Retail Chain Store is the executive career position selected here.
 The assistant shop manager has more direct and frequent interaction with clients and consumers.
 The 360-degree performance assessment is a questionnaire that may be utilized by the person,
supervisor, and peers.
 The assistant store manager has gone through previous performance appraisals and is familiar
with the structure and regularity with which they occur.
 During the job, the assistant store manager is judged on his or her conduct, ability, agility, work
relationships, and goal-setting skills.
 During performance assessment and rating, bias and influence were reduced.

RATING SCALE (1-5)

1- Below standard
2- Needs improvement
3- Meets standard
4- Exceeds standard
5- Outstanding

QUESTIONNAIRE
 Although the Asst. Business Manager was also in charge of other shops, he/she shown excellent
devotion in assisting our store when we were without a store manager.
 Asst. Store Manager was in charge of some of the portfolio's most problematic shops.
 Asst. Store Manager is always there to help or facilitate whatever that anybody needs.
 He/She continuously went above and beyond to make the shop better than when he/she arrived.
 He/she never let me or the firm down after being promoted to store manager.
 We can't express our gratitude enough for his/her commitment and support during this time of
change.
  Asst. Store Manager will go out of his or her way to help others, even going out of his or her way
to provide support and arrange chances on his or her own initiative.
 He or she was constantly upbeat about promotions and willing to help with any/all of the store's
demands.
 He/she helped with the grand opening of my shop and was really helpful on a variety of levels.
 I was pleased by how well-run the shop was when he/she was in charge.
 We swiftly advanced him through the ranks until he was promoted to store manager.
 At the same time, he/she understands when to seek help and will never leave you "surprised."
 He/she is always eager to help with problems and always follows through.
 He/She was always accessible to us and willing to help us in any way he/she could.
 He/she always makes himself accessible to people who may want aid.
 If he had the time, he would always be willing to help if the need arose.
 He/she has gone above and beyond to help others on several occasions.
 I appreciate the help he/she has given me throughout his/her time with me.
 He/she was always accessible and willing to aid and assist throughout that period.
 And if a barrier arises, he or she is there to help and facilitate.
 He/she was always eager to help me with any problem I had.
 He or she interacted with and helped everyone who inquired.
 Asst. Store Manager effectively manages his or her time while also assisting his or her coworkers
when they want assistance.

SMART GOALS FOR QUARTER-1, FY-2022

Goal 1: Identify the most often purchased items, examine the packaging, and attempt to cross-sell or
upsell the products to new consumers.
Goal 2: Recognize the company's stated goal and purpose. Understand the store's selling strategy and
product offerings and explain them to the personnel.
Goal 3: Investigate any unresolved client complaints or grievances, and devise new tactics to turn them
into regular customers and keep them for a long time.

PERFORMANCE TRAINING NEED ANALYSIS (TO BE FILLED BY THE

SUPERVISOR)
Is it necessary to undergo training? Yes/No
If you answered yes, provide (Behavioral/Skill? Communication) Suggestions in your response.