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

The executive director is responsible for overseeing the programs, administration, and the strategic plan of the company. He/she also performs other functions pertaining to research, marketing and social corporate responsibility and always reports to the board of directors of the company on any issues relating to the affairs of the company.

Besides that, he or she can perform the following functions; planning and operation of the company's annual budget, review and approve contracts for services, establish collaboration with other institutions, establish administrative policies and procedures for the company, overseeing boards and committee meetings and any other task assigned by the board of directors.

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.

Talks in a balanced and easy way that is not too fast or too slow.

3

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Observes and addresses specific employees' behaviors instead of making broad judgments

Avoids focusing on feedback as either negative or positive in order to not interfere with one's ability to put important points across

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

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.

Presents problem analysis and recommended solution to other employees rather than just describing or identifying the problem itself

Does a self-evaluation of one's own emotions, strengths, and shortcomings a few times every day and works on areas that need improvement

2

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Shows keenness while exploring the issue or topic at hand as well as issues surrounding it and reasons behind it

Keeps a project checklist that covers all the details that might be missed

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.

Reschedules deadlines and appointments well in advance, but goes out of one's way to meet those deadlines and answer to appointments

Takes the initiative to speak to one's bosses to find out what else can be done after completing the assigned task

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.

Gets clear about potential sacrifices and drawbacks, that derail one's efforts to staying committed, from the word go

Identifies which personal strengths will aid in achieving one's goals and connects each personal strength with a specific development activity

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.

Sets goals that are hard but possible to accomplish in order to produce high levels of performance

Breaks down complex goals into smaller and manageable chunks and delegates the chunks to the team members for easier accomplishment

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.

Works efficiently and effectively to meet deadlines regardless of whether one is under pressure or not

Is able to understand and work within the available organization and team structures

3

KNOWLEDGE MANAGEMENT: Knowledge Management is the ability to manage knowledge and information that is presented to the company from different sources without overlooking any of them.

Recognizes the vital importance of current knowledge and puts mechanisms in place for alerts to new knowledge

Demonstrates deep understanding of how to use learning techniques and leads in assisting others with knowledge

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?

Give an example you delivered a long speech and how did you rate your audience regarding their participation?

[employee comments]
GIVING FEEDBACK:

Describe the most difficult performance review you have handled. What made it difficult and how did you go about it?

How do you deliver negative feedback without hurting the feelings of other employees?

[employee comments]
WORK ATTITUDE:

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

Do you give your work a personal touch that people can put know you did it?

[employee comments]
EMOTIONAL INTELLIGENCE:

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

Which is one of the most stressful situations you have had? How did you resolve the situation?

[employee comments]
ATTENTION TO DETAIL:

Is there a time you identified an error that had been overlooked by a colleague? What did you do to fix it?

Are there times you have made huge mistakes due to not paying attention to details? What happened?

[employee comments]
CONSISTENCY AND RELIABILITY:

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

Describe a time your workday ended before completing a task. Did you end up finishing the task? How did you do it?

[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?

Describe a great change that occurred in a project you were working on. How did you adapt to this change?

[employee comments]
GOAL AND OBJECTIVE SETTING:

What is one of the major goals that you have set for yourself recently? How are you planning to achieve it?

Describe some of the factors that you consider when setting your goals and objectives. How have these contributed to your success in the goal setting process?

[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]
KNOWLEDGE MANAGEMENT:

Can you think of a situation where you didn't communicate well when sharing knowledge? How did you correct the situation?

What efforts are you making to look for new ideas that can assist you in improving your knowledge capabilities?

[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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