Use this step by step explanation to craft a good employee performance feedback review for an administrative services manager. Find the right words with quality phrases.

An Administrative Services Manager is responsible for planning, directing and coordinating supportive services of an organization by maintaining facilities and supervising activities that include recordkeeping, mail distribution and office upkeep.

The primary responsibilities include developing, managing and monitoring records, supervising clerical and administrative personnel, setting goals and deadlines for the department, buying, storing and distributing supplies, ensuring that facilities meet environmental, health and security standards that comply with the government regulations, monitoring and ensuring that the facility is well maintained and safe, planning budgets for contracts, equipment, and supplies, overseeing the maintenance and repair of machinery, equipment, and mechanical systems

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

TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback.

Always questions what the team is doing to try to ensure that everyone is benefiting.

Shows great skill and ability to be resourceful in a team and uses available resources to achieve the highest possible results.

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.

Objectively assesses the facts, in sensitive situations, in order to arrive at a balanced and fair judgment

Evaluates the pros and cons, or costs and benefits, associated with an option and generates an array of possible responses or solutions

3

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Chooses tasks that are fluent, routine, and familiar to multi-task or those that do require one's full focus to accomplish

Allows extra time for interruptions when planning for how long one expects everything else to take

3

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Steps back after giving the advice in order to allow others to make their own decisions or discuss important issues

Identifies problems, makes them seem smaller and gives suggestions on how to handle them

2

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Makes a list of all the positive things at work and tries to think about them when one feels demotivated

Quickly replaces negative thoughts with positive ones; stays positive even when things are not working as expected

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.

Writes down what needs to be done, weighs the possible outcome of one's decisions, and prioritizes which decisions need to be made first

Keeps a diary or journal that documents one's intuitive reaction to various situations in the past and how each decision played out

3

APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them.

Maintains a positive outlook even when performance is not very pleasing

Shows lots of initiative and takes the lead on projects

3

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Figures out ways to know if one is right about a certain observation on a person's behavior in order to avoid drawing false conclusions

Keeps employees accountable by regularly having conversations about how their goals are progressing

2

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Provides accurate and consistent work that requires little or no checking

Follows up with other employees to make sure that commitments and agreements have been fulfilled

3

TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time.

Customers leave positive feedback on turnaround time no matter the urgency

Completes tasks early and is sensitive to constraints and time demands of others

3

Self Evaluation

Self Evaluation Question

Employee Comments

TEAMWORK SKILLS:

Do you make your voice heard on team issues, or you allow others to come up with the ideas?

Have you ever done anything that affected the team negatively? How did you manage it?

[employee comments]
JUDGMENT SKILLS:

Can you give two examples of situations where you have used logic and good judgment in solving a problem? How did you go about it?

Can you describe step by step, how you would brainstorm possible themes for a fundraising campaign in your company?

[employee comments]
MULTI-TASKING:

Describe a time when you have had to perform multiple tasks at the same time. What are some of the challenges you faced?

Are there times when you have been interrupted while multi-tasking? What happened? What have you done to reduce or avoid interruptions?

[employee comments]
INSPIRING OTHERS:

What are some of the books you have read, places you have been or things you have done that have inspired you the most?

Give a good example of a time when there was a conflict in your team, but you were able to fix it. What had happened? What did you do?

[employee comments]
MOTIVATING OTHERS:

Can you give an example of a time when you overcame a significant problem, which made you very proud of yourself?

What is the biggest goal you have ever accomplished? Why do you consider it the biggest? Describe the problems you faced, if any

[employee comments]
DECISION MAKING:

Can you explain a difficult decision you have made regarding a project or task at work? What are some of the factors that influenced your decision-making process?

Can you give specific examples of decisions that you make rapidly and those that take more time?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

How do you balance quality and quantity in terms of the performance?

Do you give the employees a chance to explain their performance or is your word final?

[employee comments]
MONITORING OTHERS:

What techniques have you used to monitor employees? Describe how monitoring others have helped improve your company's productivity

How do you make sure that monitoring does not kill employees morale or make them nervous?

[employee comments]
MANAGING DETAILS:

How would you deal with a team member who is super detail oriented, that he/she always slows the team down?

If a project is not due for several weeks, when do think it's the best time to start working on it and why?

[employee comments]
TIME MANAGEMENT:

Do you plan your time and evaluate how you use it periodically when working on a project?

Do you keep a well-organized record of all the upcoming deadlines?

[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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