Use this step by step explanation to craft a good employee performance feedback review for an information security specialist. Find the right words with quality phrases.
An information security specialist is tasked with the responsibility of safeguarding information systems by way of identifying and solving security system problems. He/she will guarantee the protection of the organization's systems through defining access privileges and control structures. The specialist will also be tasked with maintaining quality service by observing organizational standards.
In addition to that, he or she will also get to handle the following tasks; determining any security flaws, develop security patches when needed, reporting any security violation, perform system updates, participate in security related forums like workshops, organize and handle training on security protocols and preventing data loss by observing firewalls and switches.
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 |
|---|---|---|
| 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 Challenges the team to the core enhancing their skills to make sound decisions | 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. | Performs complicated tasks that require lots of lifting and moving with ease Great experience at solving complications that occur during work sessions | 3 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Observes a person to know how good they are in taking the initiative:- whether they go ahead and correct errors when they arise or wait for someone else to notice and ask them to do it Looks at a person's creativity in prioritizing tasks and how committed they are to executing them | 3 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Takes note of a person's reaction the moment they are given a piece of news in order to understand their true thoughts and feelings Asks for tangible evidence and details of results on what a person has been working on | 2 |
| 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. | Surrounds oneself with like-minded people in order to get the confidence and motivation one needs to stay dedicated Assigns a reasonable time frame for achieving goals and a time frame for regular check-ins | 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. | Sets clear objectives for holding a meeting and ensures the meeting has a concrete agenda Collects questions about the topic to be discussed way in advance | 3 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Leads in participating in specialized training programs and seeks for more specialized training opportunities Shows excitement and eagerness to attend training sessions and is yet to miss any training session | 3 |
| COMPUTER SKILLS: Computer Skills are the necessary computer working skills that each employee need to have while seeking to get admitted into the professional world. | Understands the benefits of backing up computer data on a regular basis to an external storage device Shows willingness to learn how to use computer aided design technologies to create technical illustrations | 2 |
| PROGRAMMING SKILLS: Programming Skills is the ability to use technical languages, tools, and operating systems professionally in the workplace. | Excels at using appropriate programming languages to build standalone applications Always thinks outside the box and automates processes by developing programs that improve efficiency | 3 |
| TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace. | Trains others in an area of expertise and always shares knowledge with colleagues Demonstrates outstanding ability to operate a wide range of devices and machines | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| DEVELOPING OTHERS: Do you have the expected experiences and knowledge to share with others? Does the management count on you to deliver profitability in the business? | [employee comments] |
| PHYSICAL ABILITIES: Do you help others to come up with workable goals for complicated tasks? Are you physically fit to take on tasks that require human strength? | [employee comments] |
| EVALUATING OTHERS: Describe a time when you went into a performance review without preparation. How did it go? How have you helped a person, who is motivated and excited about his ability, continue to grow and develop? | [employee comments] |
| MONITORING OTHERS: What techniques have you used to monitor employees? Describe how monitoring others have helped improve your company's productivity Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why? | [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? When is the last time you took a project that demanded a lot of personal commitment? What did you do to remain committed to accomplishing it? | [employee comments] |
| MEETING MANAGEMENT: What are you doing to ensure that you start and end meetings as scheduled? What efforts are you making to follow up on meetings and document all the assigned tasks? | [employee comments] |
| TRAINING OTHERS: How often do you participate in specialized training and what efforts are you making to look for more training opportunities? Can you think of a situation where you improved your learning after evaluating learning outcomes of a training session? | [employee comments] |
| COMPUTER SKILLS: What are you doing to improve your knowledge in installing, using, and troubleshooting computer software What efforts are you making to become more familiar with computer security issues and copyright laws? | [employee comments] |
| PROGRAMMING SKILLS: Have you ever attempted to create a program from scratch? Which challenges did you face? Have you ever made suggestions that improved an existing program? | [employee comments] |
| TECHNICAL SKILLS: Can you describe a time when you saved time by applying your technical skills to automate a process? Have you ever attempted to apply your technical skills to create a new and working system from scratch? | [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: |