Use this step by step explanation to craft a good employee performance feedback review for a senior software engineer. Find the right words with quality phrases.
A Senior Software Engineer is tasked with the responsibility of overseeing the designing, developing and installing software solutions for a client. He or she will also offer technical support to software users and also participate in the development of software teams. They make use of their knowledge and experience in using programming languages and programs.
He or she will also perform the following roles: testing software systems and applications, documenting all software details and information, debug, write, and modify software problems for client applications, code writing for application and software development, conduct software training and presentations, mentor employees in methodologies of software development and perform verification tests on systems.
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. | Evaluates all possible solutions and chooses the one that will deliver the best results. Gathers all the necessary facts and information first before making any decision. | 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. | Uses deductive reasoning well to identify which components need testing or no testing. Shows great awareness when it comes to the basic concepts of the problem. | 3 |
| KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity. | Helps out colleagues with good suggestions about situations and listens to them when they need someone to talk to Keeps one's personal life outside office in order to avoid getting stressed or distracted | 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. | Listens to counsel regarding set goals and lays down the best strategies to meet them Devises new plans to help out often with severe challenges | 2 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Looks at a person's ability to collaborate with others. A person who works in a team is more likely to accomplish tasks faster and more efficiently that one who works alone Looks at a person's level of innovation. A person who comes up with a new solution to a problem, thinks outside the box and successfully takes risks on their own is considered to be highly creative | 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 Makes effort to follow up on a meeting and documents most of the responsibilities and tasks assigned | 2 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Outstands in learning complex skills and has a positive attitude towards complex training sessions 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. | Excels at using different versions and types of computer operating systems 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. | Demonstrates exceptional knowledge in using appropriate programming languages to edit and query data in database management systems Moves beyond existing applications and comes up with new applications that improve operations | 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 Demonstrates outstanding ability to operate a wide range of devices and machines | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PROBLEM SOLVING: Give an instance you solved a problem, and it was successful. 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? Have you ever been given feedback and you implemented it? How was the result? | [employee comments] |
| KNOWLEDGE OF JOB: How have you improved your knowledge of the job? In what ways have you helped other employees improve their knowledge of the job? How do you make sure you have all that is needed to perform a certain task or accomplish different goals? | [employee comments] |
| DEVELOPING OTHERS: Do you consult the rest of the management before you make decisions? Are you interested in the growth and development of the company? | [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? What efforts are you making to ensure all meetings have a clear agenda? | [employee comments] |
| TRAINING OTHERS: What efforts are you making to apply skills learnt in training session to advance your skill set and career? 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 computer aided design techniques and failed? What did you do to succeed? | [employee comments] |
| PROGRAMMING SKILLS: How do you handle errors in your code when a program fails to execute? Can you describe a time when you saved time by designing a program to automate a process? | [employee comments] |
| TECHNICAL SKILLS: What are you doing to improve your ability to troubleshoot and maintain basic devices and machines? Have you ever failed to follow technical instructions when using a new system? What did you do to improve? | [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: |