Use this step by step explanation to craft a good employee performance feedback review for an it support manager. Find the right words with quality phrases.

An IT support manager supervises and leads the IT support staff ensuring that the department performs its functions accordingly. He/she participates in the repair and maintenance of software and computer system and also oversees the procurement and installation of new IT equipment.

Other responsibilities include coordinating training for new employees so that they can become familiar with the technology or equipment and ensure that all the users gain from the utilization of technology and internet. He/she also plans and organizes support, repair, and troubleshooting of IT equipment, tracks online security vulnerabilities and provides directives on the most effective measures. Finally, they oversee the training and education of the department staff based on the knowledge and skills needs.

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

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.

Never talks too much so as not to bore the people who are listening.

Always attentive when the other people are putting their points across.

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.

Always asks good and relevant questions that will help seal a deal.

Shows great confidence and composure while negotiating with other people on issues.

3

PROBLEM SOLVING: Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.

Actively listens when others are talking and seek clarification on issues not well understood.

Breaks a problem down before starting to analyze it in a more detailed manner.

3

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Listens to what other people have to say and constantly compliments them when they do good work

Arranges a group discussion in order to address a problem and avoids targeting a particular group member during the conversation

3

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Treats others with respect, courtesy and sensitivity; considers and responds appropriately to the feelings and needs of others in different situations

Makes timely, well-informed and effective decisions even when solutions produce unpleasant consequences or data is limited or not available

3

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Displays exceptional performance and keenness on tasks performed every day

Automatically works extra hours to get all the work done within the set deadlines

3

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Pushes oneself out of the comfort zone and does not allow fear to hold them back

Values criticism and does not feel embarrassed after receiving negative feedback from other employees or clients

3

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

Slows down in any situation and takes time to "smell the roses" in order to be more observant

Takes note of the ways a person interacts with or avoids others in order to understand their personality

3

REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live.

Assesses one's commitment to the goals; puts in the necessary effort and time to achieve own goals

Ranks goals in order of their importance and urgency when one has multiple goals on the list

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

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]
NEGOTIATION SKILLS:

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

Describe your best and worst moments of any negotiation process you have been part of?

[employee comments]
PROBLEM SOLVING:

How well do you accommodate other people ideas and opinions when trying to solve a problem?

Do you involve other people when trying to solve any particular problem?

[employee comments]
INSPIRING OTHERS:

Describe a time when you have had to give inspiration to a colleague who was constantly late at work. How did you go about it? Did the person take your advice?

Can you give an example of two people who have really inspired you in life? What has been their impact on your career life?

[employee comments]
MANAGING AT TEAM:

How do you think your reporting staff would comment on your strengths, weaknesses, and managing style?

Can you describe a time when you have taken a management role when you did not have the title of a manager? What happened?

[employee comments]
DEPENDABILITY:

Do you give excuses instead of doing what is right?

Are there areas you have not showed or practiced dependability that you need to change

[employee comments]
SELF CONFIDENCE:

Can you describe a time you thought you were going to fail in a task? What did you do to succeed?

What is one thing you do that makes you like yourself and your work?

[employee comments]
MONITORING OTHERS:

Is there a time when you felt your monitoring system is not giving you what you expected? What did you do?

What have you done to help employees who are struggling to set goals or who seem unwilling to finish a project?

[employee comments]
REALISTIC GOAL SETTING:

Describe step-by-step, how you go about setting your goals. How do you determine your goals' requirements?

How do you prioritize your goals in order to make them more achievable?

[employee comments]
PRODUCT KNOWLEDGE:

Were there any times where you were able to demonstrate how to use a product together with another?

How often do you adhere to procedures and policies that guide products and services?

[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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