Use this step by step explanation to craft a good employee performance feedback review for a systems engineer. Find the right words with quality phrases.
A systems engineer uses engineering, computer science, and mathematical analysis knowledge to plan, design, develop, and test computer system's hardware and software and can take part in designing microprocessors, personal computers, circuits, robotics and cloud computing. He/she produces a computer system that meets clients needs by understanding the current system and improving it as well as integrating hardware and software programs.
Other duties include advising clients on the best hardware and software to use for effectiveness, take part in the acquisition, installation, and testing of the systems, evaluate whether the existing system is effective, recommend measures to be taken to improve ineffective systems and troubleshoots problems that occur when the computer system is in use.
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. 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. | Thoroughly tests all the available options until the cause of the problem is identified. Knows how well to communicate with the client in an unambiguous and understandable manner. | 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. | Thinks about why one is working and why one is well-suited for the job in order to stay motivated Quickly replaces negative thoughts with positive ones; stays positive even when things are not working as expected | 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 Sets high challenging yet realistic goals that all employees can meet | 2 |
| 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 thinking positively and willing to share positive insights that could benefit everybody | 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. | Understands one's own strengths and weaknesses, and is able to handle and learn from constructive criticism Is less defensive and more open to feedback especially when it involves areas of improvement | 3 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Is able to invoke a sense of urgency in order to get a person to act at the moment Puts oneself in the other person's shoes in order to understand the other person's feelings, motives, and situation better and build trust | 2 |
| ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change. | Views failure as part of the game and takes failure as a learning experience to realize success Possesses exceptional ability to adapt and thrive in any environment | 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 Excels at installing different types of operating systems and possesses in-depth knowledge in file management | 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. | Always ahead of others in keeping technical skills current and in learning new complex skills Demonstrates outstanding ability to operate a wide range of devices and machines | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PROBLEM SOLVING: Give a situation that you solved a problem, and it was unsuccessful. Are you in most cases conversant with what the problem is before you solve it? | [employee comments] |
| TROUBLESHOOTING: How do you manage your clients and communicate to them the progress of their work? Have you ever been given feedback and you implemented it? How was the result? | [employee comments] |
| MOTIVATING OTHERS: What is one of the lowest points you have had at work? What did you do to remain motivated and accomplish your goals? How do you motivate others to accomplish their goals? Give an example of when this happened | [employee comments] |
| DEVELOPING OTHERS: Do you consult the rest of the management before you make decisions? What do you spend your energies on ? development or bringing down? | [employee comments] |
| WORK ATTITUDE: Do you allow others to air their opinions or give you new ideas you can implement? How do you handle workplace stress and work related pressures? | [employee comments] |
| EMOTIONAL INTELLIGENCE: What is your greatest strength? How do you make sure your colleagues benefit from your greatest strength? Why is it so important to build trust and rapport with colleagues? How do you develop the two in the workplace? | [employee comments] |
| PERSUADING OTHERS: Is there a time when you have had to persuade a group of managers to accept your proposal or idea? How did you go about it? Can you describe a time when you have had to convince a difficult colleague to accept your idea? | [employee comments] |
| ENTREPRENEURIAL THINKING: Can you think of a situation where you became sidetracked from your venture? How did you correct the situation? What are some of the things you are doing to improve your business and marketing skills? | [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] |
| TECHNICAL SKILLS: What are you doing to improve your ability to troubleshoot and maintain basic devices and machines? Have you ever attempted to apply your technical skills to create a new and working system from scratch? | [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: |