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

A Sports Director is responsible for working with the athletic administration, school or organization to oversee the facility management, human resources, funding and policy adherence in compliance with the rules and regulations.

The principal duties of this post include scheduling games, overseeing coaching staff and organizing practices, observing coaches and athletic teams to ensure they are following the requirements and restrictions, travelling with the teams for competitions, responsible for usage and safety of the sports facility, enforcing rules regarding the usage of the sports facility, hiring new coaching staff, working with the team to ensure there is continued support, keeping a keen eye on accounts to ensure the funds are delivered according to need, overseeing the budget and allocate money as required.

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

COACHING OTHERS: Coaching is the process of improving performance that focuses on enhancing and bridging the gap from where one is to where they want to be.

Does not jump in straight away with the answer but rather makes sure that one has fully understood the issue by clarifying and reflecting

Provides constructive feedback in order to help the person being coached improve on weak areas

3

TALENT MANAGEMENT: Talent Management is the shift that is used when hiring, training, and retention of the most skilled and superior employees available in the job market.

Identifies the key gaps between the talent required to drive the success of the business and the talent in place

Conducts monthly performance development planning discussions that mainly focus on the employees' interests for career development

3

EQUAL OPPORTUNITY AND DIVERSITY: Equal Opportunity and Diversity means having employees from a wide range of background that includes different ages, gender, ethnicity, sexual orientation, religious belief, educational background, physical ability and treating them equally.

Respects both genders and shares work equally without overlooking some of them

Adheres to the company policies and remains accountable both to coworkers and staff

3

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Presents oneself as a credible representative of the company and demonstrates a commitment to delivering on one's duties

Consistently delivers on commitments in good time and meets commitments to others

3

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.

Makes significant contributions towards making changes in policies to eliminate unfair elements

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

Gathers information about what consumers want and makes efforts to make it available

2

ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change.

Makes effort to project a positive, memorable, and professional business image

Takes part in events involving the community that supports the business venture

2

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Demonstrates sophisticated relational abilities and is known for being political savvy

Demonstrates exceptional and genuine respect to people from diverse cultural groups

3

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.

Excels at mapping processes and is an expert at using business process models and flow charts to capture complex scenarios

Possesses the best insight into the root cause of errors in processes and is always able to correct any errors

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

Leads in encouraging team members to put extra effort in taking part in crucial training sessions

3

Self Evaluation

Self Evaluation Question

Employee Comments

COACHING OTHERS:

What are some of the things you have done or courses you have taken to improve your coaching skills?

Is there a time when you have had to coach someone you didn't get along with? If yes, how did you handle it?

[employee comments]
TALENT MANAGEMENT:

How do you identify a potential fit for an open position in your company among the current employees?

Have you taken any initiative to improve your company's employer brand? If yes, give some examples

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Are you a good team player who does not choose which team to join?

Are you accommodating to other people who are of a different race, age or color?

[employee comments]
PERSONAL ACCOUNTABILITY:

What steps have you taken to improve your effectiveness in the company, workgroup and your career?

Would you rather design procedures and plans or implement/manage them? Why?

[employee comments]
BUSINESS ETHICS:

Can you think of a situation where you found yourself straying from the truth and how did you avoid straying?

Were there any times where you got awarded for displaying consistent honesty and integrity?

[employee comments]
BUSINESS TREND AWARENESS:

What strategies are you using to get the latest information about current trends?

Can you think of a new trend that caught you unawares and how did you respond?

[employee comments]
ENTREPRENEURIAL THINKING:

What are your doing to improve your money management skills?

What have you learned from your past mistakes when executing business ideas?

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to encourage tolerance among individuals and groups with different cultural practices?

How often do you encourage others to show respect to people with diverse cultural backgrounds?

[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]
TRAINING OTHERS:

What efforts are you making to apply skills learnt in training session to advance your skill set and career?

How often do you encourage team members to share concepts learned in training sessions?

[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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