Use this step by step explanation to craft a good employee performance feedback review for a programmer analyst. Find the right words with quality phrases.
A programmer analyst finds out the software requirements of an organization and them accomplishing it by designing, developing, maintaining, and implementing computer systems. The role comprises of a computer programmer and a systems analyst. He/she is required to design and develop computer systems and software just like a systems analyst and also to implement what has been designed by writing computer programs.
Other duties associated with this role include designing a computer system to meet the needs of the organization, designing software for the system, testing the software for problems as well as debugging. He/she should also liaise with the business analyst to understand the requirements of the business, resolve software defects and take part in data analysis to solve data-related issues.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
Rating Meaning | |
| The employee fails to perform the most important aspects of the job satisfactorily. Requires close guidance to carry out routine jobs. He/she needs significant improvement in all areas. Meetings should be held between the employee and the supervisor to discuss performance deficiencies. | 1 |
| Employee routinely meets and exceeds expectations in all areas of responsibility. Produces high-quality work that at times exceeds expectations. Consistently meets the most critical annual goals. Occasionally produces timely and accurate results. | 2 |
| The employee consistently and significantly exceeds the communicated expectations by producing exceptionally high-quality work. He/she demonstrates exceptional knowledge of his/her duties and is highly recognized by others as an authority in his/her area of work. | 3 |
Supervisor's Feedback | ||
Skill | Comments | Rating |
|---|---|---|
| CUSTOMER ORIENTED: Customer Oriented is a skill that focuses primarily on the client as the King offering quality services that meet the customer's expectations with an aim to inspire people rather than just try to sell their product. | Calmly deals with customer complaints and is excellent at handling difficult situations. Excellently handles clients and does not get any complaints against him/her. | 3 |
| VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business. | Seeks for clarifications on issues that are not well understood Exudes great confidence and composure when articulating issues and is not afraid to be corrected. | 3 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Always looks for ways to create extra value in the work that is done. Always tries to suggest new alternatives of achieving pre-set goals and objectives. | 3 |
| PROBLEM SOLVING: Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships. | Actively listens when others are talking and seek clarification on issues not well understood. Breaks a problem down before starting to analyze it in a more detailed manner. | 3 |
| PHYSICAL ABILITIES: Physical Abilities is the ability of one's strengths and limitations that are also known as the individual resources to perform well at the tasks given. | Coordinates others in finding workable solutions to devices that won't perform Expert in working with the new systems to upgrade older ones | 3 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Observes a person to know how good they are in taking the initiative:- whether they go ahead and correct errors when they arise or wait for someone else to notice and ask them to do it Looks at a person's ability to take ownership of assigned tasks and figure out ways to get things done | 3 |
| PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results. | Identifies one's goal- its purpose and benefits- in order to stay devoted even during tough times Shares personal goals with trusted colleagues, who keep one accountable when motivation is low, in order to get back on track | 3 |
| MEETING MANAGEMENT: Meeting Management is the skill to know and understands the reason why an official meeting should be held and who should attend. | Excels at being prepared for meetings by providing all participants with an agenda way before the scheduled day of the meeting Employs creative approaches of holding meetings such as stand-up meetings and leaves enough room for creativity | 3 |
| PROGRAMMING SKILLS: Programming Skills is the ability to use technical languages, tools, and operating systems professionally in the workplace. | Demonstrates in-depth knowledge and exceptional ability to use cross-platform programming languages Considers the needs of all users when designing a new program | 3 |
| TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace. | Trains others in an area of expertise and always shares knowledge with colleagues Always a step ahead of others in working with new systems | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CUSTOMER ORIENTED: Have you ever anticipated an adverse reaction from a customer? Which measures did you take? Which biggest challenge have you encountered in customer service and how did you deal with it? | [employee comments] |
| VERBAL COMMUNICATION: Give an instance you were given the opportunity to talk to people. What was the reaction? How do you prepare yourself before you talk to people and has it been of help to you? | [employee comments] |
| INNOVATION: Explain how you go about when solving a problem or an issue? Describe the best and the worst decision you have ever made? | [employee comments] |
| PROBLEM SOLVING: How well do you solve issues and are you confident in your abilities? How well are you keen on everything that is happening around you? | [employee comments] |
| PHYSICAL ABILITIES: Has the company provided all the protective gear required to handle such tasks? Do you have any health complications that the management should know about? | [employee comments] |
| EVALUATING OTHERS: Describe a time when you went into a performance review without preparation. How did it go? How have you helped a person, who is motivated and excited about his ability, continue to grow and develop? | [employee comments] |
| PERSONAL COMMITMENT: After setting your goals, how do you keep track of your progress? What do you do when you realize that you have done less than you expected? Describe a great change that occurred in a project you were working on. How did you adapt to this change? | [employee comments] |
| MEETING MANAGEMENT: What are you doing to ensure that you start and end meetings as scheduled? What efforts are you making to ensure all meetings have a clear agenda? | [employee comments] |
| PROGRAMMING SKILLS: What do you to ensure that your programming skills are current? Have you ever made suggestions that improved an existing program? | [employee comments] |
| TECHNICAL SKILLS: What are you doing to improve your ability to troubleshoot and maintain basic devices and machines? How often do you train others in your area of expertise and how often do you share your knowledge? | [employee comments] |
Summary |
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Sections 1-4: To be completed by the supervisor Section 5: To be completed by the employee |
1. Exceeds Job Related Expectations |
2. Areas to improve |
3. Goals completed since last performance feedback |
4. Goals for next period |
5. Employee comments |
Signatures | |
| I acknowledge that I discussed this performance feedback with my supervisor. My signature does not mean that I agree or disagree with this appraisal. | |
| Employee: | Date: |
| Supervisor: | Date: |
| Human Resources: | Date: |