Use this step by step explanation to craft a good employee performance feedback review for a software development engineer. Find the right words with quality phrases.
A Software Development Engineer has the major role in developing information systems by designing, developing, and installing software solutions. He/she develops the various channels through which software functions will work and will also recommend which products to be purchased and how they will be tested to ensure they are of high quality and durable.
In addition he / she performs the following roles; design and modify software programs, install software applications and operating systems, perform systems tests, develop software solutions for the clients, protect the client's or organization's confidential information, conduct system analysis, recommend any change or solutions that needs to be made and document and present all data and information in a clear and understandable manner.
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 |
|---|---|---|
| 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. | Seeks to brainstorm on problems to try to find the right solutions. Communicates views and thoughts in a very distinct and understandable manner. | 3 |
| TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system. | Knows computer components well enough to know when they are functioning or not. Shows great awareness when it comes to the basic concepts of the problem. | 3 |
| MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups. | Makes a list of all the positive things at work and tries to think about them when one feels demotivated Takes some time to chat with other employees in order to build a sense of teamwork and camaraderie | 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. | Challenges the teams to think creatively and come up with required solutions Establishes a plan that facilitates timely reports at the culmination of long projects | 2 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Regularly reviews feedback from the customers in order to know the quality of work a person delivers Checks to see whether a person takes time to work on weak areas after receiving feedback | 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. | Invites only the most relevant participants in order to save time and resources 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 Concentrates in all training sessions and avoids distracters while learning | 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. | Demonstrates willingness to learn how to install, use, and troubleshoot computer software Demonstrates outstanding ability to create, use, and troubleshoot computer networks | 3 |
| PROGRAMMING SKILLS: Programming Skills is the ability to use technical languages, tools, and operating systems professionally in the workplace. | Creates impressive web pages using appropriate web design techniques and programming paradigms Takes pride in building concepts quickly and with least code | 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. | Produces excellent results in complex fields of expertise and performs complex tasks as if they are simple Possesses an exceptional ability to learn new technologies quickly and apply them successfully | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PROBLEM SOLVING: How well do you solve issues and are you confident in your abilities? How well do you brainstorm before setting out to solve a problem? | [employee comments] |
| TROUBLESHOOTING: Give an instance that you used your past knowledge to solve a current problem? Give an instance you failed to deliver a task you had been given by a client. How did you resolve it? | [employee comments] |
| MOTIVATING OTHERS: What types of tasks or projects do you enjoy doing the most? Why? What situation(s) make(s) you feel demotivated at work? Is there anything you can do to change this/these? | [employee comments] |
| DEVELOPING OTHERS: Do you have the expected experiences and knowledge to share with others? Do you delight in developing others? capability and making them better? | [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: Have you ever failed to give participants the topic to be discussed beforehand? How did you correct the mistake? What efforts are you making to ensure all meetings have a clear agenda? | [employee comments] |
| TRAINING OTHERS: What are you doing to concentrate during training sessions and do you encourage others to concentrate? How often do you encourage team members to share concepts learned in training sessions? | [employee comments] |
| COMPUTER SKILLS: What efforts are you making to become more familiar with different computer hardware components? Have you ever tried to use different versions and types of computer operating systems? Did you learn anything new? | [employee comments] |
| PROGRAMMING SKILLS: Can you describe your experience with using cross-platform programming languages? Can you describe a time when you saved time by designing a program to automate a process? | [employee comments] |
| TECHNICAL SKILLS: Can you describe your experience with using new systems? Which challenges did you face and how did you solve them? What efforts are you making to learn more about coding and programming? | [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: |