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

A network architect designs networks and provides expert advice on telecommunications. He/she interprets business requirements and translates them into the new networks. The understanding of the specific business needs is essential for a professional acting in this capacity.

Other duties include providing technological developments that are well aligned with the business's strategic direction and existing financial resources. He/she also works together with other technical specialists including applications, server, and enterprise architects, to make sure there is harmony among technology portfolios. They are also involved in the development of standards for regulating networks and also offers advice to customers based on their needs. Lastly, he/she is responsible for evaluating and reviewing new network technologies against strategic business goals.

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.

Scores high marks at all times at customer satisfaction surveys.

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.

Always thinks before talking hence minimizes saying something that might be hurtful or stupid.

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.

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

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

3

INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements.

Demonstrates confidence and poise when pursuing new and challenging tasks.

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

Joins professional groups and attends local events that are sponsored by professional organizations in order to make new business connections

3

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Hires an outside facilitator or someone who doesn't have any stake in the company's success in order to free up conversations

Examines the factors outside the company that affects its performance before starting a strategic planning meeting in order to discuss assumptions about the future

3

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.

Has great knowledge of the technology and knows how to implement it efficiently

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.

Lets go of the need to be perfect and frees oneself to take risks and new responsibilities

Listens more and speaks less in order to learn and grow

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

Applies simple rules, past experiences, and common sense to identify issues and problems 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.

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

Collects questions about the topic to be discussed way in advance

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?

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

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

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

[employee comments]
INNOVATION:

Explain how you go about when solving a problem or an issue?

How well do you respond to issues and what do you feel is your weak point when dealing with problems?

[employee comments]
NETWORKING:

Describe a networking event that changed your career life. What was the event about? What happened?

What value have you added to the new connections you have made? How do you make them feel part of your team?

[employee comments]
STRATEGIC PLANNING:

What are your long-term and short-term goals? What have you done to achieve them effectively?

Describe a time when you have cooperated in the planning of a project. What was your role?

[employee comments]
PHYSICAL ABILITIES:

Are you well equipped for the tasks you applied for?

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

[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]
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?

Describe a time when you needed to develop and use a complex procedure in order to complete a task. What obstacles did you encounter when handling the task?

[employee comments]
MEETING MANAGEMENT:

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

Which approaches are you employing to hold more creative meetings and do you leave room for creativity?

[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:

Related Articles