Use this step by step explanation to craft a good employee performance feedback review for a corporate it network architect. Find the right words with quality phrases.
A corporate IT network architect is responsible for designing, maintaining, and upgrading networks including Local Area Networks (LANs) and Wide Area Networks (WANs). He/she also creates extensions to networks and also evaluates the requirements of a new network such as bandwidth needs, security, infrastructure, and possible expansion
Apart from designing networks and creating extensions, He/she must ensure that the network can allow growth and is also involved in network modeling to inform organizational objectives should growth result in certain changes. He/she advises the management on potential growth, to enable them to develop appropriate upgrades, defines security equipment, and formulates ways of detecting issues before they escalate. Lastly, they maintain a record of the networks they design.
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 |
|---|---|---|
| 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. | Understands the importance of customer satisfaction and does more than required to ensure customer retention. Knows how to listen to customers attentively to extract the important details required to assist them effectively. | 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. | Never talks too much so as not to bore the people who are listening. Speaks with humility and genuine respect for other people and is considered with high regard. | 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. | Knows when to walk away from the current deal and make another deal. Knows how to present issues in a clear and concise manner that is well understood by all parties. | 3 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Recognizes other people's ideas and abilities by demonstrating trust in them. Share valuable information that might help solve the various problems that might arise. | 2 |
| NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests. | Vocalizes own strengths, successes, and previous experiences, when having a meeting with other business associates and professionals in order to impress and make new connections Brings a cell phone or a small contacts book when attending events or meetings in order to exchange contact information with potential business partners | 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. | Shows great confidence in the ability to execute daily tasks Sets high challenging yet realistic goals that all employees can meet | 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. | Successfully finds new effective ways to perform difficult tasks that nobody wants to handle Consistently watching for new measures to help the team overcome the challenges | 2 |
| 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. | Dresses well, maintains a good posture and makes eye contact when having a conversation with others in order to give the impression that one is in control Looks for online courses and attends seminars in order to grow capabilities to counteract any feelings of inadequacy | 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. | Plans and measures each team member's contribution to the set goals when goal attainment requires team effort Prioritizes goals according to what the company needs most considering the resources and time available and other unexpected changes in the company | 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. | Plans for off-site meeting sessions and leads in bringing energy to participants to ensure they are free from fatigue Takes full responsibility in guiding a meeting to ensure participants do not lose focus | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CUSTOMER ORIENTED: Do you keep customers informed proactively whether formally or informally to ensure they are knowledgeable about the company? 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 prepare yourself before you talk to people and has it been of help to you? | [employee comments] |
| NEGOTIATION SKILLS: Have you ever compromised to help reach an acceptable solution? Describe your best and worst moments of any negotiation process you have been part of? | [employee comments] |
| INNOVATION: How well do you deal with pressure when it comes to developing workable solutions to problems? How well do you work with a group or team to come up with innovative ideas? | [employee comments] |
| NETWORKING: Which methods have you used to find new business connections? Why? Which one of these methods have you found to be the most effective? Is there a time when you have lost a great client due to poor networking techniques? What happened? What have you done to improve your networking skills? | [employee comments] |
| DEVELOPING OTHERS: Are you reliable to train and coach the employees to produce a better workforce? What do you spend your energies on ? development or bringing down? | [employee comments] |
| PHYSICAL ABILITIES: Has the company provided all the protective gear required to handle such tasks? Are you keen to check every detail at the start and close of every day? | [employee comments] |
| SELF CONFIDENCE: Is there a time you took on a task or project you considered out of your comfort zone? How did you feel? Do you feel full of self-confidence or do you wish you had more of it? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: What is one of the major goals that you have set for yourself recently? How are you planning to achieve it? Describe some of the factors that you consider when setting your goals and objectives. How have these contributed to your success in the goal setting process? | [employee comments] |
| MEETING MANAGEMENT: Have you ever failed to give participants the topic to be discussed beforehand? How did you correct the mistake? Which approaches are you employing to hold more creative meetings and do you leave room for creativity? | [employee comments] |
Summary |
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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: |