Use this step by step explanation to craft a good employee performance feedback review for a software engineer. Find the right words with quality phrases.
A Software Engineer is responsible for designing and developing efficient and effective software solutions that aim to meet a client's needs and may have a specialization in databases or web development or even both. He or she will work on various systems including operating systems, content management, and web-based applications.
In addition to that major role, he or she will perform other tasks such as; performing system integration testing, undertake database administration, develop new product concepts, participate in product development, conducting research on new technologies in the market, perform debugging procedures and analyze clients? needs and develop the right product for them.
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. | Knows how well to collaborate with others to find solutions to problems. Monitors all outcomes of all actions undertaken to take full responsibility for any problem. | 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. | Thoroughly tests all the available options until the cause of the problem is identified. Shows great awareness when it comes to the basic concepts of the problem. | 3 |
| COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others. | Lets everyone find their strength and work to contribute to the common goal, rather than trying to do everything Discusses problems non-judgmentally and openly; avoids pointing fingers and talking about team members behind their backs | 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. | Encourages colleagues to work and quickly build up a jovial working environment of trust Always focused to internal bearing that brings out the right attitude in all situations | 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 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. | Reviews the participants list during a meeting to ensure most of the important participants have attended 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. | Encourages team members to put extra effort in taking part in training sessions Shows interest to learn new skills and is making an effort to develop a positive attitude towards complex training sessions | 2 |
| 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 Understands how to troubleshoot basic computer hardware problems and is familiar with basic hardware components | 2 |
| PROGRAMMING SKILLS: Programming Skills is the ability to use technical languages, tools, and operating systems professionally in the workplace. | Demonstrates in-depth knowledge and exceptional ability to use cross-platform programming languages Considers the needs of all users when designing a new program | 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. | Possesses multiple certifications in a wide range of technical fields 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 you had to troubleshoot a problem, and you succeeded. What did you do? Give an instance you failed to deliver a task you had been given by a client. How did you resolve it? | [employee comments] |
| COLLABORATING WITH OTHERS: Have you been rewarded in the past for successfully empowering a group of people in achieving a goal? If yes, what was the reward? Some people prefer working alone while other prefer working as a team. What do you prefer and why? | [employee comments] |
| WORK ATTITUDE: Are you an asset to your company or a strict liability that only causes conflict? Do you give your work a personal touch that people can put know you did it? | [employee comments] |
| EVALUATING OTHERS: What techniques have you used to evaluate others? What have you done to improve these techniques? How do you think a company benefits from regularly evaluating its employees? | [employee comments] |
| MEETING MANAGEMENT: What are you doing to ensure that you start and end meetings as scheduled? Have you ever failed to take notes during a meeting? How did you correct the mistake? | [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: How often do you seek for assistance when faced with a challenge when using a computer service? 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 an instance where your application failed to execute? What did you do to solve the problem? Describe a situation when you were working under pressure and your program was not running. What did you do? | [employee comments] |
| TECHNICAL SKILLS: Can you describe a time when you saved time by applying your technical skills to automate a process? 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: |