Use this step by step explanation to craft a good employee performance feedback review for a computer analyst. Find the right words with quality phrases.

A computer analyst studies the existing computer systems in an organization and designs solutions for a more effective and efficient operation. He/she understands both the information technology and business and brings them together for optimum functionality of the organization.

Other related duties include researching upcoming technologies to find out they can increase the effectiveness and efficiency of the organization if installed, designing new systems by configuring hardware and software, enhance the existing computer systems with new functionalities, supervise the installation and configuration of new systems, test the system to ensure it performs as expected, write instruction manuals and train the end-users of the system.

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

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

PUBLIC SPEAKING: Public Speaking though closely related to presenting differs in that it is the process of performing a speech before a live audience with the purpose of informing, persuading or entertaining.

Uses visual aids with the speech to assist in delivering the intended information.

Readily accepts feedback and also gives constructive feedback to other speakers.

3

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Looks at all sides of an issue or problem and weighs the options before making a decision

Evaluates the pros and cons, or costs and benefits, associated with an option and generates an array of possible responses or solutions

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

Carries a positive viewpoint and ability to make sound decisions in stressful situations

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.

Maturely reveals one's own emotions and exercises restraint and control when needed

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.

Is not stopped by pressures, demands, and obstacles that would justifiably derail other employees

Recognizes the relative importance of certain responsibilities, tasks, and projects, and has the ability to prioritize in order to meet the deadlines

3

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Assesses oneself in order to verify own effectiveness of communication and improve own confidence a notch higher before persuading others

Approaches a person when he/she is more relaxed and open discussions in order to achieve faster and better results

3

PROBLEM/SITUATION ANALYSIS: Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down.

Finds a more positive side of the situation and focuses on it in order to reduce the situation's negative emotional impact

Tries to form own goals in the sense of actions one can take to achieve the desired goals

2

SELF-DISCIPLINE AND SENSE OF DUTY: Self-Discipline and Sense of Duty is an active effort which helps in developing set ways for your thoughts, actions, and habits empowering your to stick to your decisions.

Creates a list of everything that needs to be accomplished so that one does not lose track of own goals

Makes a personal commitment to develop and bullet-proof own personal ethical code of conduct

2

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

Employs creative approaches of holding meetings such as stand-up meetings and leaves enough room for creativity

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

Possesses exceptional knowledge in using computer aided design technologies to create technical illustrations

3

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

How well do you engage your audience while giving a talk?

How well are you conversant with speaking different languages that suit different types of audiences?

[employee comments]
JUDGMENT SKILLS:

Is there a time you have made a difficult decision? How did you handle the feedback? Is there a way you could have handled the situation differently?

In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines?

[employee comments]
WORK ATTITUDE:

Do you a right attitude to handle all types of customers, colleagues, and management?

Are you always armed with the right attitude no matter the situation?

[employee comments]
EMOTIONAL INTELLIGENCE:

Describe a time when you received feedback on your performance, and you had to disagree with it. How did you handle the situation?

Is there a time a colleague came to you with a problem? How did you respond?

[employee comments]
CONSISTENCY AND RELIABILITY:

Describe a time when you took responsibility for an error and were held personally accountable. What happened?

Can you describe a time when personal issues pulled you away from work? How did you handle it?

[employee comments]
PERSUADING OTHERS:

When selling an idea, it is sometimes useful for one to use real-life stories. Can you give an example of a time when you were able to do that? What was the outcome?

What are some of the challenges you have faced when trying to persuade others and how have you overcome them?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

How do you weigh the advantages and disadvantages of a solution before implementing it?

Describe a time when you have anticipated a problem. What did you do about it?

[employee comments]
SELF-DISCIPLINE AND SENSE OF DUTY:

What are some of the challenges that you have faced when trying to accomplish your goals? Give specific examples

What would your boss or team members say about your behavior at work?

[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]
COMPUTER SKILLS:

Have you ever tried to create a computer network unsuccessfully? How did you solve the challenges faced?

Have you ever tried to use computer aided design techniques and failed? What did you do to succeed?

[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:

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