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

A chief diversity officer is responsible for dealing with issues of diversity in any organizational setup making it a first priority agenda. He/she works with other senior management officers to establish partnerships with other institutions or to develop programs and policies that can help bring about diversity within the organization.

Other than that, he/she can perform duties that include; providing proper leadership for diversity issues within the institution, guiding efforts that help define, nurture, and cultivate diversity as an institutional resource as well as ensuring that the institution has the proper capacity to deal with a wide range of diversity issues.

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.

Always does proper research before delivering a talk before people.

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

3

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Gathers evidence and weighs the pros and cons in order to make a more informed decision

Keeps a diary or journal that documents one's intuitive reaction to various situations in the past and how each decision played out

3

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Understands and appropriately applies procedures, principles, policies, requirements, and regulations related to specialized expertise

Determines objectives, delegates work, and sets priorities and holds self and others accountable for any mistakes made

3

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Puts the team first by putting personal problems aside and handling professional ones first

Creates an environment of open communication and trust among the employees and management

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.

Strives to achieve personal goals that others may be eluding

Challenges the team to the core enhancing their skills to make sound decisions

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.

Ability to deal with internal and external pressure excellently while maintaining the right attitude

Always focused to internal bearing that brings out the right attitude in all situations

3

EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched.

Able to recognize what brings anger and gets prepared to remain calm should the situation occur

Knows how to handle emotions at the moment rather than suppressing them

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.

Comfortably walks in someone else's shoe and craves understanding of other colleagues easily

Uses awareness of one's own emotions and the other colleagues' emotions in order to manage interactions successfully

3

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Does not talk ill about other employees, rather than cool things the employees are doing

Leaves work with items on one's to-do list and is excited about tackling the items the following day

3

PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.

Surrounds oneself with like-minded people in order to get the confidence and motivation one needs to stay dedicated

Shares personal goals with trusted colleagues, who keep one accountable when motivation is low, in order to get back on track

3

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

What will you consider your worst performed speech and how did the audience rate it?

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

[employee comments]
DECISION MAKING:

Describe a time when you have had to be relatively quick in coming to a decision. What was the outcome?

How do you involve your bosses and other employees when making an important decision?

[employee comments]
MANAGING AT TEAM:

Have you ever been appointed to manage a team? If yes, describe the role you played in the team's success

Can you describe a time when you have taken a management role when you did not have the title of a manager? What happened?

[employee comments]
TEAM BUILDING:

Where do you fit in the team work? What is your particular role in that team?

Do you easily cooperate with others when asked to or do you follow your own ideas without submission?

[employee comments]
DEVELOPING OTHERS:

Do you consult the rest of the management before you make decisions?

Does the management count on you to deliver profitability in the business?

[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]
EMOTION MANAGEMENT:

What strategies have you taken in the past to prevent a situation from becoming too stressful for you to handle?

Are there times you have suggested a creative solution to colleagues suffering from emotional distress?

[employee comments]
EMOTIONAL INTELLIGENCE:

What is one thing that makes you frustrated or angry at work and what do you do when that happens?

Why is it so important to build trust and rapport with colleagues? How do you develop the two in the workplace?

[employee comments]
ENJOYMENT OF THE JOB:

When you have extra time available in the workplace, what ways have you found to make yourself more productive?

Can you describe a time when you made a suggestion to improve the work in your department? What was the outcome?

[employee comments]
PERSONAL COMMITMENT:

What do you use to plan your tasks? Is there a time when you missed an appointment due to lack of proper planning?

When is the last time you took a project that demanded a lot of personal commitment? What did you do to remain committed to accomplishing it?

[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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