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

A computing services director is responsible for providing technical and administrative leadership in design, development, and implementation of computing services. He/she works as the overall resource for solutions to technical problems reported by program users.

Other duties include serving in company's committees that deal with matters related to computing services. Where necessary they provide their assistance to the organization in its long-term planning of computer-based activities. He/she also collaborates with departmental heads to ensure computing services are run appropriately. The director also participates in the development and implementation of policies concerning the utilization of computer services. Finally, he/she maintains a record of all the hardware and software within the computing network.

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

CUSTOMER ORIENTED: Customer Oriented is a skill that focuses primarily on the client as the King offering quality services that meet the customer's expectations with an aim to inspire people rather than just try to sell their product.

Provides timely feedback to all customers including the most difficult ones.

Overcomes the objections of clients skillfully and provides justifiable explanations to customers questions.

3

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

NEGOTIATION SKILLS: Negotiation Skills are a deliberative process by which people settle their differences through an acceptable agreement to both parties to co-exist without argument and dispute in the workplace.

Engages the other party in a nice way that builds rapport and makes the other person relaxed and comfortable.

Seeks for clarification from the other negotiating parties on issues not well understood.

3

PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions.

Always demonstrates an extraordinary amount of dedication and sensitivity to the needs of others

Consistently encourages the employees to develop and grow their skills to become better

2

PHYSICAL ABILITIES: Physical Abilities is the ability of one's strengths and limitations that are also known as the individual resources to perform well at the tasks given.

Excellent in understanding the company's systems and processes that are put in place

Ability to understand and comprehend technology based programs used in the execution of tasks

3

CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues.

Applies existing concepts to identify similarities, gaps, differences, and trends while analyzing new situations

Considers how present policies, methods, and processes might be affected by future trends and developments

3

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

Acts normally even when one's mind makes careful and calculated assessments to avoid being perceived as annoying or intrusive

Takes note of a person's clothing in order to know their culture, image, or style

3

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.

Follows the required procedure, policies, security, and safety measures when using various equipment at work

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

3

MEETING MANAGEMENT: Meeting Management is the skill to know and understands the reason why an official meeting should be held and who should attend.

Starts meetings the minute they are scheduled to begin, is known for promptness, and sends a clear message to latecomers

Employs creative approaches of holding meetings such as stand-up meetings and leaves enough room for creativity

3

PRODUCT KNOWLEDGE: Product Knowledge is an essential sales skill to understand the features of your product allowing you to present the benefits compellingly and accurately to the customer.

Excels at explaining how to use a product to clients who have never used it before

Understands how to fix all problems associated with a product

3

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Have you ever anticipated an adverse reaction from a customer? Which measures did you take?

What do you understand by excellent customer service? Explain a time when you offered it.

[employee comments]
VERBAL COMMUNICATION:

Have you ever tried to think about what you would say from another person's perspective?

How do you aim to improve your verbal communication skills to be the best in it?

[employee comments]
NEGOTIATION SKILLS:

When negotiating how well do you take charge of the process?

Explain an instance that you hit a dead-end in a negotiation process. What did you do to reach a conclusion?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are you available for the employees when they need you?

Do you reward employees who are working hard reaching their goals all the time

[employee comments]
PHYSICAL ABILITIES:

Do you stay updated on the new technology that is in the market for the equipment you are working with

Do you have any health complications that the management should know about?

[employee comments]
CONCEPTUAL THINKING:

Describe a time when you identified customer's needs on a particular project. What resources did you call on to help?

Is there a time when you had to analyze information and make a recommendation? How did you go about that?

[employee comments]
MONITORING OTHERS:

What are some of the monitoring policies you have in your company? How do you make sure the employees follow the policy of timekeeping?

How do you access an employee's accountability? How do you deal with an employee who doesn't deliver their work on time?

[employee comments]
MANAGING DETAILS:

How do you manage distractions at work? Describe a time when a project or task you were working on faced a major distraction

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]
MEETING MANAGEMENT:

What efforts are you making to gain more knowledge about effective meeting management skills?

What efforts are you making to ensure all meetings have a clear agenda?

[employee comments]
PRODUCT KNOWLEDGE:

Can you think of a situation where you demonstrated your ability to fix problems associated with a product?

What are you doing to improve your ability to fix problems associated with a product?

[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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