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

An executive vice president performs the primary task of assisting the president of the company in achieving goals and objective of the company. He/she is the second in command after the company's president and may be called upon to perform certain duties. He/she also ensures that all rules and policies are adhered to.

Besides being the second in command, he/she can perform the following responsibilities; perform duties that he/she may be assigned by the president, in charge of expanding operational performance of the company, help the company attain its overall financial goals and makes reports to the board of directors and the president of the company.

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

INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc.

Shows active listening by asking intelligent questions and following up with comments.

Knows how to ask open-ended questions that allow the candidates to explain at length.

3

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

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Understands financial, operational and human resource issues in order to make decisions aimed at improving the overall company performance

Understands the company's formal rules and structures and is able to identify who the real decision-makers are and individuals who can influence them

3

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Encourages the key people to interact with the employees and customers about their perception of the company future and brings those views to the table

Pulls together a diverse, yet appropriate group of managers or leaders from each area of the company to make up a planning team

3

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Gives extremely good remarks and feedback to all the team members who outdo themselves

Ability to understand each personal attitude and deal with it professionally

3

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Apparently, communicates the standards and expectations regarding ethical behavior in the workplace

Has obtained training that specifically focuses on practicing ethical behavior at the workplace

2

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.

Treats everyone at work with utmost respect and finds no need to reciprocate rudeness

Creates a relaxing personal space at work in order to help reduce stress and anxiety

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.

Maturely reveals one's own emotions and exercises restraint and control when needed

Is less defensive and more open to feedback especially when it involves areas of improvement

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.

Always keeps his commitments and works with other employees in order to help them keep theirs

Is very efficient and productive in planning and executing work thus, can be counted on to meet deadlines

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

Visibly tracks the progress of each goal in order to maintain or increase team members' motivation and energy towards accomplishing the goals

3

Self Evaluation

Self Evaluation Question

Employee Comments

INTERVIEWING:

Do you ask questions on issues that you feel are not well understood?

What is the one question you find challenging to answer during an interview and why?

[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]
KNOWLEDGE OF COMPANY PROCESSES:

How do you demonstrate your understanding of the general environment in which your company operates?

In your opinion, what are some of the common procedures that should be eliminated in your company? Explain why.

[employee comments]
STRATEGIC PLANNING:

Can you describe a time when you have anticipated the future and made changes to current operations to meet future needs?

What tips would you offer anyone who is taking a role that involves strategic planning and accountability for decisions?

[employee comments]
MANAGEMENT SKILLS:

How do you organize a department or the team to ensure they perform well?

Have you been able to create agreement and a shared purpose in your team without a difference in opinion?

[employee comments]
ETHICAL BEHAVIOR:

Do you keep your word at all time or do you fail to be honest?

Have you fostered an atmosphere of fair treatment in the workplace?

[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?

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

[employee comments]
CONSISTENCY AND RELIABILITY:

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

How often do you keep in touch with customers? How do you inform them about new products or services?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Suppose your goal is to run your own company in the next two years. How will you go about accomplishing this goal?

Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do?

[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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