Use this step by step explanation to craft a good employee performance feedback review for a budget analyst. Find the right words with quality phrases.

The budget analyst is the finance planner with the primary task of preparing budget reports and monitor the spending for any public or private institution. He/She is responsible for preparing annual budgets as well as notifying of variances from the resources presented.

General duties includes, reviewing the manager's proposals for compliance, completeness and accuracy according to the company laws and regulations, working with project and program managers in developing the organization's budget, monitoring all the organizational expenses to ensure they are within the budget, informing the program managers of the availability and status of the funds, assists the managers and supervisors in analyzing the proposed plan while finding alternatives if the results are unsatisfactory.

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

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

ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws.

Listens actively and keenly to instructions and executes every detail or task required.

Looks at situations from different perspectives and not only in a one-sided way.

3

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Considers the best interests of all parties, in situations where the facts or evidence is not clear-cut or widely agreed, when making a decision

Facilitates a brainstorming session in order to generate possible names for a new product in the company

3

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Works not only with own workgroups but also with groups and teams across and outside the company in order to share ideas that would benefit the company

Is able to work towards win-win outcomes; takes the time to learn and understand own counterparts and how to respond to them during negotiations

3

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Gathers evidence and weighs the pros and cons in order to make a more informed decision

Invites other managers to make a joint decision if it's a decision that affects people outside one's own management reach

3

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Plans ahead, but always has an alternative option in case things go wrong or unexpected

Keeps an open mind and shows willingness to learn new methods, procedures, and techniques that embrace change

3

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Asks for feedback in order to get a better sense of one's performance instead of anxiously wondering what one is doing wrong

Is honest about one's personal goals and expectations and makes an effort to remain true to them

3

CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues.

Redesigns various company's departments in order to meet long-term objectives

Integrates complex and diverse data to create concepts that are entirely new but helpful to the company

2

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Shares own knowledge, personality, and expertise at meetings in order to be more approachable and build relationships

Introduces oneself to colleagues at social work events such as retreats, holiday parties, and conferences in order to know them better

2

PROBLEM/SITUATION ANALYSIS: Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down.

Weighs both the positive and negative effects of the suggested solutions to the problem or situation at hand

Gathers some good knowledge about the problem at hand in order to decrease the uncertain anxiety and fear that one would face when solving it

3

KNOWLEDGE MANAGEMENT: Knowledge Management is the ability to manage knowledge and information that is presented to the company from different sources without overlooking any of them.

Understands the wide range of sources relevant to a task and demonstrates exceptional ability to select the best sources

Communicates effectively and succinctly, tailors oral and written communication for the audience, and uses exceptional approaches when doing all tasks

3

Self Evaluation

Self Evaluation Question

Employee Comments

ACCURACY:

Are you keen when it comes to gathering data and information?

How do you do your research and do you use factual data and information while doing any task?

[employee comments]
JUDGMENT SKILLS:

Can you think of a context or situation where you needed to demonstrate judgment? How was the situation resolved?

Do you usually analyze information better alone or with a group? Why? When do you seek assistance from other employees?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

Can you give an example of one or two times when you have presented new information to key decision-makers to help them understand a situation?

In your opinion, what are some of the common procedures that should be eliminated in your company? Explain why.

[employee comments]
DECISION MAKING:

Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened?

What are some of the things you are doing or have done to improve your decision-making skills?

[employee comments]
ADAPTABILITY:

If you were given a new project to lead without prior knowledge, what steps would you take to tackle it?

Is there a time you had to adjust to a colleague's working style or technique in order to meet a deadline or achieve an objective?

[employee comments]
SELF CONFIDENCE:

Is there a time you took on a task or project you considered out of your comfort zone? How did you feel?

Have you had times when others questioned your ability to handle a certain task? How have you handled such situations?

[employee comments]
CONCEPTUAL THINKING:

Describe the most complex task you have ever accomplished. What information did you use when handling this task?

Describe a time when you needed to develop and use a complex procedure in order to complete a task. What obstacles did you encounter when handling the task?

[employee comments]
PERSONAL RELATIONSHIPS:

Describe a time when you were successful in building a relationship with a difficult person at work. How did you go about it?

Describe a time when a colleague asked you to keep something confidential. How did you go about building this trust?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

How do you weigh the advantages and disadvantages of a solution before implementing it?

Describe the most difficult situation/problem you have ever solved. What steps did you take to diagnose it and what was the outcome?

[employee comments]
KNOWLEDGE MANAGEMENT:

Can you think of a situation where you didn't communicate well when sharing knowledge? How did you correct the situation?

What efforts are you making to look for new ideas that can assist you in improving your knowledge capabilities?

[employee comments]

Summary

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:

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