Use this step by step explanation to craft a good employee performance feedback review for a staff analyst. Find the right words with quality phrases.
A Staff Analyst is responsible for conducting complex research and analytical studies of a highly technical and specialized nature on critical issues or developments that have a significant impact on the policies, goals, objectives and operations of a company.
The primary duties of this position are researching, analyzing and interpreting complex information like the legislative, demographic etc., assist the management in making decisions to resolve critical problems based on analysis, developing theories and policies, formulating strategies for action on the main issues, researching information using a wide variety of local, state and federal resources, preparing and presenting comprehensive narrative and statistical report of findings, developing and preparing policy statements, making presentations before department heads and program managers.
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 |
|---|---|---|
| VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business. | Seeks for clarifications on issues that are not well understood Exudes great confidence and composure when articulating issues and is not afraid to be corrected. | 3 |
| LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained. | Asks and raises relevant questions and issues about the topic of discussion. Has great listening abilities and allows others to finish talking before they also share their views. | 3 |
| FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large. | Chooses the best mode of communication to pass information to the team members States the group rules when necessary but avoids going overboard in order to not restrict expression in the group | 3 |
| SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life. | Maintains a work position which stimulates the growth of each individual Prevents over-staffing in one department by dividing equal number of employees in each sector | 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. | Highly proactive and resourceful in creative ways that save difficult situations Always an excellent team player who cooperates and listens to others | 3 |
| EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling. | Provides mentoring, coaching and stretching assignments that help colleagues and team members to develop to their full potential Does not just want to be right to proof a point, rather, is truly interested in the best outcome or solution to a problem | 2 |
| SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace. | Maintains momentum, focus, and effectiveness, despite provocations, challenges, and emotionally charged situations Assesses oneself accurately and understands that one's emotional response to situations influences how one acts and how one is perceived | 3 |
| DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period. | Dedicates own attention to a project one is working on in order to be more efficient Lets the person who assigned the deadline to know in good time when one is not able to meet a deadline due to unavoidable circumstances | 3 |
| LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees. | Writes a description of the current status of the company, including the total income and net profit, in order to determine where one wants the company to be in the future Ensures consistency between departments; makes sure that each department plan is brought together with plans for other departments and that they mesh | 3 |
| RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly. | Develops a skills library associated with the available resources in order to make sure that one has the necessary capabilities when building a team to work on own projects Uses project management tools to look for project areas that need attention, and then seeks to understand how one can help | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| VERBAL COMMUNICATION: Who is the greatest orator that you admire and why do you admire them? Do you give people ample time to talk before you state your point or views? | [employee comments] |
| LISTENING SKILLS: How well do you assert your opinions and views when having a conversation with someone? What are some of the distractions that you have that prevent you from having a good conversation with someone? | [employee comments] |
| FACILITATION: Is there a time when you have had to deal with a group member who does not attend group meetings? How did you go about it? Is there a time when you assigned different tasks to group members, but the work was not done as you expected? What do you think was the problem? How did you fix it? | [employee comments] |
| SUPERVISORY SKILLS: Do you measure your performance as you gauge the performance of the employees? Are you reliable to give a competent report on each employee's abilities? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: Can you be relied upon to deliver accurate and timely data? Do you treat the employees the same even the weak ones? | [employee comments] |
| EMPATHY: What is one or two things you have learned from caring for or helping others at work? Describe a time when you were able to strengthen a relationship between colleagues using effective communication. What made your communication effective? | [employee comments] |
| SELF AWARENESS: Can you think of a situation where you felt you needed to modify or adjust your behavior? How did you go about it? Can you list five things that you have learned about yourself in the last two years, that are relevant to how you work? | [employee comments] |
| DEADLINES - ON TIME: Is there a time when you have failed to meet an important deadline? What was the problem and how did you go about it? Which is one of the most difficult projects you have ever done? What made it difficult and how did you go about making it a success? | [employee comments] |
| LONG RANGE PLANNING: Describe the most recent long-range plan you have been involved in. What are some of the information you needed to start the process? In your opinion, do you think most start-ups fail due to lack of long-range planning or due to poor management? Explain your answer | [employee comments] |
| RESOURCE USE: What factors have you considered when managing resources at work? Describe a time when you have had to use a resource for a longer period of time than you expected? What were the consequences? | [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: |