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

A management information systems director is involved in the management of a firm's information technology activities. He/she ensures that the operations of info systems are stable and seamless as well as troubleshooting issues in a multi-server environment using a broad range of applications and software systems.

Apart from participating in planning, organizing, and implementing information technology activities, he/she is also involved in the analysis of technology and new trends to develop organizational objectives and strategic plans to meet them. In addition, he/she makes sure that the information system works effectively to achieve the set production goals. Lastly, they supervise security efforts to prevent and manage breaches as well as offering solutions for ensuring the information safety.

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.

Talks with a friendly and pleasant voice with customers over the phone.

Excellently handles clients and does not get any complaints against him/her.

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.

Listens actively and keenly to the other negotiation parties to understand their perspective.

Strives to come up with a win-win solution that will benefit all parties.

3

MANAGING REMOTE TEAMS: Managing Remote Teams is working under no physical supervision from your manager or supervisor while staying on task and communication to report on the daily progress.

Uses arrows, labels, and notes to explain desktop screenshots and creates quick screen capture videos in order to explain something virtually

Hires people who are capable of working independently and who are up for the challenge in order to achieve the best results

3

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Demonstrates high initiative and energy in pursuing the set goals as well as motivating others

Sets goals that are accompanied by well-designed action plans that everyone can use

3

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Plans ahead, but always has an alternative option in case things go wrong or unexpected

Not frightened to improvise. Can comfortably move into action without a plan and plan on-the-go

3

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

Identifies and shares with other employees short-term strategies to overcome problems or take advantage of opportunities

Integrates complex and diverse data to create concepts that are entirely new but helpful to the company

2

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.

Sets challenging yet attainable goals for team members, in order to motivate them, and rewards individuals who have successfully met their goals

Visualizes own goals as already accomplished in order to improve performance, feel motivated and to actually accomplish them

2

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.

Achieves accuracy and thoroughness when accomplishing a task and takes the time to understand all the areas involved

Takes note of important details and writes them down in order to make sure that they are not forgotten or lost

3

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Is able to control all the project's activities and its progress in a result-oriented manner

Is able to understand and work within the available organization and team structures

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.

Excels at being prepared for meetings by providing all participants with an agenda way before the scheduled day of the meeting

Assigns clear roles to all participants and is known for holding focused and productive meetings

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?

Which biggest challenge have you encountered in customer service and how did you deal with it?

[employee comments]
NEGOTIATION SKILLS:

Have you ever been involved in any negotiation process? What did you learn from it?

Have the results of any negotiation process gone against your expectations?

[employee comments]
MANAGING REMOTE TEAMS:

What are some of the skills you look for when hiring employees to work remotely?

Is there a time when your system shut down such that you could not communicate with your remote workers? What did you do?

[employee comments]
DEVELOPING OTHERS:

Do you consult the rest of the management before you make decisions?

Do you delight in developing others? capability and making them better?

[employee comments]
ADAPTABILITY:

What is the biggest change you have dealt with and how did you cope with it?

When have you been forced to attend to an emergency in an unusual way and what was the outcome?

[employee comments]
CONCEPTUAL THINKING:

Can you describe a time you were able to identify underlying or key issues in a complex situation? How did you go about it?

Give an example of a problem you solved when important facts were unavailable. What was the outcome? How was this problem affecting other employees?

[employee comments]
GOAL AND OBJECTIVE SETTING:

How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals?

Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do?

[employee comments]
MANAGING DETAILS:

Describe a project that demanded accuracy from you. How did you go about it and what are some of the challenges you faced?

Describe a time when you have had to multitask. How did you organize your tasks to make sure that you didn't miss any of them?

[employee comments]
PROJECT MANAGEMENT:

What methods have you used to find out where a project has been, where it is currently, and where it is going?

What is the greatest challenge you faced on your last project? How did you overcome it? What lesson did you learn?

[employee comments]
MEETING MANAGEMENT:

Can you think of a time where you invited unnecessary participants? How did you correct the situation?

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

[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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