Use this step by step explanation to craft a good employee performance feedback review for a project development director. Find the right words with quality phrases.
A Project Development Director is liable for overseeing the project presented using strategic thinking and clearly defined deliverable outcomes.
The duties of this post include working with the management to identify and realize increased value from identified company assets, contributing to the development of a vision and strategy for the business, looking for opportunities to work in partnerships with others in this field, developing robust business cases for the significant developments, taking a leading role in identifying potential new business, advising on and developing options for areas for potential future investment, leading development projects to successful completion and appointing such professional teams as necessary, preparing and presenting final project reports comparing projects outcomes in the initial business.
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 |
|---|---|---|
| DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome. | Clearly articulates the desired outcome; begins with the end in mind and specifies the desired results Builds motivation and commitment by offering financial rewards, future opportunities and other desirable recognition for tasks and projects well done | 3 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Doesn't need close supervision in any functions, works well without any supervision Has a high sense of responsibility always completing projects on time | 3 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Regularly reviews feedback from the customers in order to know the quality of work a person delivers Checks to see whether a person takes time to work on weak areas after receiving feedback | 3 |
| PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others. | Takes ownership of personal or team performance and helps team members to achieve their goals or improve their performance Generates enthusiasm among the team members for accomplishing common goals that elevates the team and ensures the company success | 2 |
| BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times. | Places major importance on treating everyone fairly and assists others in understanding fairness Regarded as the person to go to for honest opinions and answers | 3 |
| BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace. | Makes efforts to implement policies that drive change towards the latest trends Looks for more information that can assist in understanding the current market trends | 2 |
| ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change. | Tries the best to ensure the business is focused on the customer Seeks assistance from experts when faced with a challenge when executing an idea | 2 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Encourages respectful engagement between individuals and groups with diverse cultures Shows willingness to appreciate and learn more about people with different cultural beliefs | 2 |
| PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level. | Starts all process improvement efforts with clear objectives and always identifies processes that fall within the context of business goals Eliminates steps that do not add value to a process and optimizes the steps that add value to a process | 3 |
| TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier. | Possesses multiple certifications in modern technology fields and is working extra hard to get more certifications Utilizes modern techniques of sharing and storing data such as cloud storage | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| DELEGATION: Do you regard yourself a micro or macro manager? How do you delegate your tasks or projects? How do you deal with an employee who does not deliver a project on the agreed time? | [employee comments] |
| INITIATIVE: Are you creative enough to come up with decisions for hard tasks? Do you take positive criticism well or do you allow your feeling to lead you? | [employee comments] |
| EVALUATING OTHERS: Describe a time when you have had to deliver negative feedback to a colleague. How did you make sure not to hurt their feelings? Is there a time when you felt you did not get what you expected from your evaluation? Why? What did you do? | [employee comments] |
| PERSONAL ACCOUNTABILITY: Describe an occasion when you chose not to complete a task, for whatever reason. What happened? Describe a time you reacted to pressure situations or short deadlines. How did you do it? | [employee comments] |
| BUSINESS ETHICS: What are some of the things you have done to assist others in understanding the importance of honesty and integrity? Have you ever participated in forums that discuss the role and importance of integrity and honesty? | [employee comments] |
| BUSINESS TREND AWARENESS: What efforts are you making to increase your understanding about current business trends? What efforts are you making to know what customers want? | [employee comments] |
| ENTREPRENEURIAL THINKING: Were there any times where you felt that you were less optimistic than other times? What are you doing to avoid taking shortcuts when executing ideas? | [employee comments] |
| INTERCULTURAL COMPETENCE: What are you doing to encourage tolerance among individuals and groups with different cultural practices? What are you doing to encourage individuals and groups with a different cultural background to work with each other? | [employee comments] |
| PROCESS IMPROVEMENT: What efforts are you making to learn more about new procedures? How often do you use existing benchmarks to complete processes in accordance with the set standards? | [employee comments] |
| TECHNOLOGY TREND AWARENESS: Can you describe a situation where you successfully utilized the power of virtual workplaces to save time and money? What efforts are you making to get certifications in specialized technology fields? | [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: |