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

A chief executive officer is tasked with the main responsibility of ensuring the overall success of an organization. He/she has the ultimate authority when it comes to the final decision-making process within the organization. He/she offers the leadership required to stir the organization in the right direction in meeting its objectives.

Other duties he/she can perform include; seeking advice from the broad of directors regarding various issues, formulating and implementing the strategic plan designed to give the organization direction as well as communicating and executing the company's vision and mission and evaluating the success of the organization from time to time.

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.

Has an excellent way of organizing ideas and views in a logical manner that is easy to understand.

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

Conducts a comparative analysis of proposals from two advertising agencies in order to select the best firm to lead a campaign

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.

Treats others with respect, courtesy and sensitivity; considers and responds appropriately to the feelings and needs of others in different situations

Identifies and analyzes problems, weighs the accuracy and relevance of information, and generates alternative solutions or makes recommendations

3

LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place.

Manages the department that is popularly known for its high level of teamwork

Treats all employees with respect making them feel valued and worth

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 emphasizes the positive in each situation no matter how grim it looks like

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.

Resists the urge to shoot off an email or text to a colleague when angry. Instead, saves it as draft and sends it after cooling off

Focuses on working towards happiness and betterment rather than just "getting by" each day

2

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

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.

Takes an introspective look at one's own performance, production ability and how well a task is completed and works to improve on the weak areas

Looks for way to share credit with others; does not feel the need to hoard credit to prove one's worth

2

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

Assigns a reasonable time frame for achieving goals and a time frame for regular check-ins

3

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Uses clear measures, such as timelines, cost, quality, quality, etc., at all levels in order to manage performance effectively

Prioritizes goals according to what the company needs most considering the resources and time available and other unexpected changes in the company

3

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

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

How well do you manage your nervousness and tension before you give a talk?

[employee comments]
JUDGMENT SKILLS:

Can you think of a context or situation where you needed to demonstrate judgment? How was the situation resolved?

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]
MANAGING AT TEAM:

How do you think your reporting staff would comment on your strengths, weaknesses, and managing style?

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]
LEADERSHIP SKILLS:

Are you interested in the growth of the team and the profitability of the company as well?

Can you be trusted to poor coach employees to see a change in their performance?

[employee comments]
WORK ATTITUDE:

Are you focused on doing a thorough work on all tasks assigned without any complaint?

Do you care about the impression you give to your business about what kind of a person you are?

[employee comments]
EMOTION MANAGEMENT:

Are there instances, when a colleague has made you so angry, but you managed to remain calm and composed?

How do you ensure you have a comfortable and relaxing work space that feels more at home?

[employee comments]
EMOTIONAL INTELLIGENCE:

What is your greatest weakness? Can you give situations when your weakness was tested in the workplace?

Have you ever had a dispute with a colleague or client? What steps did you take to deal with the situation?

[employee comments]
ENJOYMENT OF THE JOB:

Describe a time when you went beyond your employer's expectations in order to get the job done

Do you prefer working as part of a team or alone? Given a choice, what percentage of your time would you allocate to each?

[employee comments]
PERSONAL COMMITMENT:

Describe a time when you did not deliver your promise. What was the promise? How did you fix the situation?

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]
GOAL AND OBJECTIVE SETTING:

Describe a time when your team failed to meet its goals due to an underperforming employee. How did you deal with the situation?

What new skills have you learned to improve your ability to set realistic goals? How has this helped you achieve your goals effectively?

[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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