Use this step by step explanation to craft a good employee performance feedback review for a system administrator. Find the right words with quality phrases.
A system administrator has the primary duty of overseeing and maintaining all Information Technology operations and related infrastructure in a company. He/she will see to it that all Technical IT operations and systems are working effectively and efficiently. Furthermore, he or she will see to it that all standards of the systems are maintained to the highest levels.
Besides that, he or she will perform the following duties; install and configure all hardware and software systems, perform troubleshooting techniques on the systems, undertake daily backup operations, develop workable security procedures and policies, monitor system logs, create and assign user accounts and maintain high system standards.
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 to resolve any outstanding client issues and problems amicably. Is decisive when it comes to making decisions and sticks by the decisions made. | 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. | Exhibits sound technical deduction and logical isolations to identify problems quickly. 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. | Thinks about why one is working and why one is well-suited for the job in order to stay motivated Rewards oneself for tasks and projects that have been completed successfully and on time | 3 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Ensures the performance is steady and strong regardless of any upcoming situation Demands reliability from others especially when working as a team | 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. | Very cheerful person making everyone around to cheer up as well Carries a delicious humorous character that makes others enjoy a good laugh as they perform their tasks | 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. | Weighs both the positive and negative effects of the suggested solutions to the problem or situation at hand Gathers some good knowledge about the problem at hand in order to decrease the uncertain anxiety and fear that one would face when solving it | 3 |
| PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly. | Makes decisions for project members, sets achievable goals, maintains a positive outlook and provides constructive feedback Understands and applies established procedures and policies as well as technical tools and corporate requirements to the project | 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 Passionate about realizing goals and is exceptionally determined to realize success in any venture | 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. | Known as the person to go to when faced with a problem related to using a computer service Demonstrates outstanding familiarity with computer security issues and copyright laws | 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 Always a step ahead of others in working with new systems | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PROBLEM SOLVING: How do you manage high-pressure situations that require fast and urgent attention? Do you involve other people when trying to solve any particular problem? | [employee comments] |
| TROUBLESHOOTING: Give an instance you had to troubleshoot a problem, and you succeeded. What did you do? Have you ever sought help when you were stuck at a given point and what new thing did you learn? | [employee comments] |
| MOTIVATING OTHERS: Do you prefer working in a busy environment or one that is quiet? Why? What situation(s) make(s) you feel demotivated at work? Is there anything you can do to change this/these? | [employee comments] |
| DEPENDABILITY: Are you trustworthy to handle the tasks given without passing them on to others? Are your work results and your reliability in harmony and dos your record show that? | [employee comments] |
| WORK ATTITUDE: Are you focused on doing a thorough work on all tasks assigned without any complaint? Are you always armed with the right attitude no matter the situation? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: Can you explain the steps you have taken to troubleshoot a problem? How effective have these steps been? Describe the most difficult situation/problem you have ever solved. What steps did you take to diagnose it and what was the outcome? | [employee comments] |
| PROJECT MANAGEMENT: What stress management techniques and problem resolution models have you used while managing a project? Illustrate your answer with a real life example Describe the full project life cycle. How have you used the cycle to manage your projects effectively? | [employee comments] |
| ENTREPRENEURIAL THINKING: What efforts are you making to become more involved with the community that supports your venture? What efforts are you making to stay ahead of your competitors and learn from them? | [employee comments] |
| COMPUTER SKILLS: Have you ever tried to create a computer network unsuccessfully? How did you solve the challenges faced? What efforts are you making to become more familiar with computer security issues and copyright laws? | [employee comments] |
| TECHNICAL SKILLS: Can you describe your experience with using new systems? Which challenges did you face and how did you solve them? How often do you train others in your area of expertise and how often do you share your knowledge? | [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: |