Use this step by step explanation to craft a good employee performance feedback review for an information security manager. Find the right words with quality phrases.
An Information Security Manager is tasked with the responsible for protecting their company's computer systems and network against internal and external cyber-related threats. If this happens then all company data and information will be at risk of being stolen, damaged or lost. He/she will be tasked with prioritizing security coverage of the company.
Besides that, other duties he or she can get to handle include; developing and testing security measures, perform computer risk related training to company employees, develop and maintain data systems of the company, auditing system applications, perform backup and recovery procedures and monitor system logs and traffic for any suspicious incident.
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 |
|---|---|---|
| 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 Has a good attitude towards change and is open to being corrected. | 3 |
| DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one. | Writes down what needs to be done, weighs the possible outcome of one's decisions, and prioritizes which decisions need to be made first Focuses on a single event or situation that requires a decision and tries meditating on that issue | 3 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Communicates the plan of the company to see tangible results in a clear, effective way Always a result-driven individual who is focused on what builds the company | 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. | Enjoys working with equipment that is involved learning new tricks on how to operate them Always the first choice whenever a person is required to perform new technology tasks | 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. | Is not shy to ask questions when feeling uncertain or insecure and uses the information to perform tasks efficiently Listens more and speaks less in order to learn and grow | 3 |
| PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results. | Gets clear about potential sacrifices and drawbacks, that derail one's efforts to staying committed, from the word go Shares personal goals with trusted colleagues, who keep one accountable when motivation is low, in order to get back on track | 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. | Asks own bosses for regular performance feedback or suggestions for improving own efficiency and productivity Uses appropriate tools to check and ensure that all parts of a task or project are complete before submission | 2 |
| MEETING MANAGEMENT: Meeting Management is the skill to know and understands the reason why an official meeting should be held and who should attend. | Allows for some few minutes before starting a meeting to ensure most participants have arrived Makes effort to follow up on a meeting and documents most of the responsibilities and tasks assigned | 2 |
| TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually. | Demonstrates exceptional capacity to work anytime from anywhere and on any device Demonstrates exceptional expertise in installing, using, and troubleshooting computer software | 3 |
| PROGRAMMING SKILLS: Programming Skills is the ability to use technical languages, tools, and operating systems professionally in the workplace. | Demonstrates exceptional knowledge in using appropriate programming languages to edit and query data in database management systems Takes pride in building concepts quickly and with least code | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| VERBAL COMMUNICATION: Have you ever spoken before first thinking over it and it ended up hurting someone? How was the experience? How do you aim to improve your verbal communication skills to be the best in it? | [employee comments] |
| DECISION MAKING: Describe a time when you have had to be relatively quick in coming to a decision. What was the outcome? How do you involve your bosses and other employees when making an important decision? | [employee comments] |
| ORIENTATION TO WORK: How well do handle pressure and stress in the workplace? Are you too hard on yourself when you make mistakes? | [employee comments] |
| PHYSICAL ABILITIES: Do you stay updated on the new technology that is in the market for the equipment you are working with Are you physically fit to take on tasks that require human strength? | [employee comments] |
| SELF CONFIDENCE: Is there a time you interjected a different side of an issue or a different point of view? How did you go about it? Is there a time you had to lead other employees in a certain direction, but you had some doubts? What did you do? | [employee comments] |
| PERSONAL COMMITMENT: Sometimes you have to sacrifice some things in life in order to get what you want. What are some of the things you have sacrificed in the past in order to accomplish your goals? Is there a time when you faced challenges when working on a project? What did you do to remain determined to finish the project? | [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? 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: Were there any times you failed to assign roles to participants in a meeting? How did you correct the situation? What are you doing to ensure participants remain focused throughout a meeting? | [employee comments] |
| TECHNOLOGY SAVVY: Are you making any efforts to learn how to keep mobile devices and computers free from unauthorized access? Are there any times you had to seek for assistance on issues related to operating modern electronic devices? | [employee comments] |
| PROGRAMMING SKILLS: What do you to ensure that your programming skills are current? Can you explain your approach when creating a new program? Which steps do you follow? | [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: |