Use this step by step explanation to craft a good employee performance feedback review for a senior associate, climate and energy program. Find the right words with quality phrases.
A Senior Associate, Climate and Energy Program is tasked with the primary responsibility of conducting research and analysis on various aspects of climate change. He/she also develops tools and information sources to enable policy maker to make decisions on the issue about climate change. In addition, he/she will get to develop and maintain good partner relations.
Besides that he/she is also tasked with the responsibility of developing project proposals and concept notes; manage large projects on climate change and energy; establish ways in which climate-related problems can be tackled; participate in climate and energy related research projects and attend climate change and energy meetings from time to time.
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 |
|---|---|---|
| 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. | Does not let people one is trying to inspire to see them when one gets really angry or really upset Arranges a group discussion in order to address a problem and avoids targeting a particular group member during the conversation | 3 |
| MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives. | Understands and appropriately applies procedures, principles, policies, requirements, and regulations related to specialized expertise Makes timely, well-informed and effective decisions even when solutions produce unpleasant consequences or data is limited or not available | 3 |
| COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition. | Connects easily with everyone at the workplace building a team A great team player example for others team members to follow | 3 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Readily identifies the desired results quickly without the management's input Always sees the big picture of each project and works hard to achieve the success | 3 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Restricts one's overtime hours and speaks to the manager if the demands are unreasonable Avoids toxic co-workers; stays as away as possible from colleagues who gossip or those that bring negative energy | 3 |
| PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face. | Is not afraid to receive a piece of constructive criticism on how to do things more efficiently Always makes eye contact when restating a request or refusal | 3 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Effectively encourages team members' participation in attaining goals by identifying strengths of each member and assigning tasks based on those strengths Finds ways to overcome obstacles and challenges so that tasks are completed and goals are met | 3 |
| GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time. | Uses client satisfaction, quantity, cost, quality, and value added to the company, to evaluate success of a goal Looks for people who have already accomplished similar goals, learns what they have done, and follows their steps towards accomplishing own goals | 2 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Dedicates more than enough resources for supporting diversity and always communicates the value of diversity Implements exceptional strategies for attracting a fully diverse pool of applicants for vacant positions | 3 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Outstands in learning complex skills and has a positive attitude towards complex training sessions Shows excitement and eagerness to attend training sessions and is yet to miss any training session | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INSPIRING OTHERS: What have you done to make other employees feel cared for and to earn trust from them? Is there a time when you have had difficulties getting a colleague to accept your advice? What was your approach? | [employee comments] |
| MANAGING AT TEAM: How do you think your reporting staff would comment on your strengths, weaknesses, and managing style? What are the two most important values that you demonstrate as a manager? Describe a time when you have demonstrated these values in the workplace | [employee comments] |
| COOPERATION WITH COLLEAGUES: Are you willing to reconcile when a conflict occurs in the workplace? What are your strengthens and how do you utilize them in the group? | [employee comments] |
| ORIENTATION TO WORK: Do you follow the company's policies in executing the tasks given? How do you deal with office confrontation and do you feel justice has been served right? | [employee comments] |
| HANDLING STRESS: Give an example of a time when you have worked with a team that was facing a very stressful situation. How did you help the team members handle the situation? Describe a time when your project was faced with a situation that was not anticipated. How did you handle it? | [employee comments] |
| PERSISTENCE: Describe a time when your manager put pressure on you. Did you handle the pressure as well as you would have loved to? Is there a time you have persuaded your manager to accept an idea that you knew he/she would not like? What resistance did you meet and how did you overcome it? | [employee comments] |
| RESULTS ORIENTATION: Is there a time when you were not satisfied with the results you achieved for your goals? What was the problem? Describe a project that you have started on your own recently. What motivated you to get started? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals? What do you look for in team members when setting goals for the team? How do you keep track of your team goals? | [employee comments] |
| DIVERSITY AWARENESS: What have you done to encourage the implementation of strategies that attract diverse applicants for vacant positions? Can you think of a situation where you failed to accept diverse views? How did you correct the situation? | [employee comments] |
| TRAINING OTHERS: How often do you participate in specialized training and what efforts are you making to look for more training opportunities? Can you think of a situation where you improved your learning after evaluating learning outcomes of a training session? | [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: |