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

The director of sustainable design majorly works to establish or develop sustainable design to implement properly the sustainability strategies for the organization. He/she in most cases works to determine, analyze, and come up with suitable sustainable designs that help solve the various problems about the sustainability of a company.

In addition, he/she performs the following tasks; improving and maintaining the company's image, instituting practices that help reduce any form of wastage, helps the company abide by the laid down rules and policies that are in line with those of the organization and helps to facilitate training of employees on corporate sustainability 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.

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

Engages the audience well enough through allowing them to ask questions.

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

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.

Establishes clear and challenging short and long term goals and encourages others to meet the target

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

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.

Carries a large amount of expertise on legal guidelines regarding equitable treatment of employees

Educates the employees to keep them acutely aware of the company standards, expectations, and values regarding fairness, honesty, and integrity

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.

Holds off all communication; never replies to conversations or makes decisions while angry

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.

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

Uses gentle humor, while explaining things that are difficult to express, without creating a flat

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.

Arms oneself with all the tools needed to accomplish one's goals to avoid getting distracted

Takes one step at a time; refuses to miss a task assigned to oneself no matter what is happening in one's life

2

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Tries new things and gets outside own comfort zone in order to improve one's ability to think practically

Figures out the information one needs to solve a particular situation and actively seeks that information

2

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

Focuses on the goals that one knows can achieve within a specific time frame and develops ways to achieve them

3

ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change.

Never afraid to take risks and is fully devoted to making everything work

Analyzes every situation, conducts research, compiles data, and makes conclusions based on facts obtained from the research

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]
DECISION MAKING:

Is there a time when you have had to deal with a difficult customer? If yes, explain how you went about deciding on what strategy to employ when dealing with the customer

What techniques have you used at work to ensure that decisions you make are correct and effective?

[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]
ETHICAL BEHAVIOR:

Have you acquired a relationship of trust with other co-workers and management?

Do you provide honest feedback when asked to give any?

[employee comments]
EMOTION MANAGEMENT:

Is there a time you made a hasty business decision that you ultimately regretted? What was the outcome?

Can you think of a time when you got depressed because you felt the workplace was not a good fit for you? How did you cope with that?

[employee comments]
EMOTIONAL INTELLIGENCE:

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

Can you describe a time when understanding your colleague's perspective helped you resolve an issue or accomplish a task?

[employee comments]
PERSONAL COMMITMENT:

After setting your goals, how do you keep track of your progress? What do you do when you realize that you have done less than you expected?

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

[employee comments]
PRACTICAL THINKING:

Describe a project that went wrong due to poor practical thinking strategies. How did the problem occur and how did you solve it?

What have you done to improve your practical thinking skills? How has this helped your career life?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Describe one of the greatest accomplishment in your career life. What are some of the challenges you faced along the way?

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]
ENTREPRENEURIAL THINKING:

Can you think of situations where you demonstrated a lot of determination despite facing obstacles and challenges?

What are you doing to avoid taking shortcuts when executing ideas?

[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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