Use this step by step explanation to craft a good employee performance feedback review for an information technology specialist. Find the right words with quality phrases.
An Information Technology Specialist has the overall objective of installing, modifying and repairing computer hardware and software for the company. He or she will in addition to that, provide relevant technical advice and support to computer systems users. He/she will also get to facilitate computer and network related training as well as create and maintain login activity across the network.
Besides the major responsibility he or she will get perform the following essential functions; facilitate the identification and procurement of systems that meet user needs, install systems applications, loading appropriate software packages for computer and network systems, configure and maintain computer networks, perform troubleshooting process when required and performing other assigned roles.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| 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. Communicates views and thoughts in a very distinct and understandable manner. | 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. | Coordinates others in finding workable solutions to devices that won't perform Ability to understand and comprehend technology based programs used in the execution of tasks | 3 |
| WORK ATTITUDE: Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there. | Very cheerful person making everyone around to cheer up as well Carries a delicious humorous character that makes others enjoy a good laugh as they perform their tasks | 3 |
| EMOTIONAL INTELLIGENCE: Emotional Intelligence is the capability to identify your emotions, understand what they are telling me and realize how the feelings are affecting you and the people around you. | Avoids power struggles and backstabbing and is able to build rapport and trust quickly with other employees Is effective at persuading and convincing colleagues especially when the stakes are high | 3 |
| CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results. | Always keeps his commitments and works with other employees in order to help them keep theirs Actively demonstrates commitment by maintaining a predictable and consistent work schedule | 3 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Listens intently when a person talks about their goals and achievements. A person who talks passionately about their dreams is a doer while one who boasts about them isn't Looks at a person's creativity in prioritizing tasks and how committed they are to executing them | 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. | Promotes off-site meetings that can enhance the energy of participants due to changes in scenery Encourages different roles to be assigned to different participants to improve the productivity of a meeting | 2 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Applauded as a consummate learner by the trainers and shines in the training offered 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. | Seeks for assistance when faced with a problem related to using a computer service Demonstrates outstanding ability to create, use, and troubleshoot computer networks | 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 Possesses an exceptional ability to learn new technologies quickly and apply them successfully | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PROBLEM SOLVING: Give a situation that you solved a problem, and it was unsuccessful. How well do you brainstorm before setting out to solve a problem? | [employee comments] |
| PHYSICAL ABILITIES: Do you help others to come up with workable goals for complicated tasks? What areas do you think you need to improve on? | [employee comments] |
| WORK ATTITUDE: Are you an asset to your company or a strict liability that only causes conflict? Are you emotionally stable or do you flare up in uncontrollable anger? | [employee comments] |
| EMOTIONAL INTELLIGENCE: Can you think of a time when you said or did something that had a positive impact on a colleague or client? What was it? Can you describe a time when understanding your colleague's perspective helped you resolve an issue or accomplish a task? | [employee comments] |
| CONSISTENCY AND RELIABILITY: How many days of attendance at work do you feel should be considered satisfactory? What has been your record of attendance at work? Describe a time your workday ended before completing a task. Did you end up finishing the task? How did you do it? | [employee comments] |
| EVALUATING OTHERS: Is there a time when you have not been honest when giving feedback? If yes, why is that? What ways, if any, have you used to help underperforming colleagues improve their performance? | [employee comments] |
| MEETING MANAGEMENT: What efforts are you making to gain more knowledge about effective meeting management skills? Which approaches are you employing to hold more creative meetings and do you leave room for creativity? | [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: How often do you seek for assistance when faced with a challenge when using a computer service? What efforts are you making to learn how to install different types of operating systems? | [employee comments] |
| TECHNICAL SKILLS: What do you to ensure that your technical skills are current? How often do you train others in your area of expertise and how often do you share your knowledge? | [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: |