Use this step by step explanation to craft a good employee performance feedback review for a sustainability director. Find the right words with quality phrases.
A sustainability director is tasked with the primary function of developing and executing a broad range of sustainability initiatives that is in line with the company policies. He/she also ensures that the company performs at the highest level through sustainability efforts that supports long terms interest of the organization.
Other than the main or primary function he/she is tasked with the roles of identifying and prioritizing areas of institutional sustainability, foster a culture of sustainability throughout the company, monitor sustainability progress of the company, build productive collaboration with other organizations and conduct training for the staff members in the company on sustainability topics.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
| INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work. | Is very genuine and honest with other employees and to oneself, and does not pretend to be someone one is not Does not pretend to know or understand something one doesn't know or understand | 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. | Has a strong personal goal orientation that inspires fellow employees to follow suit Works with individuals who show signs of weakness to help improve their capability | 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. | Highly regarded as entirely credible by all who work together Always a 100% trustworthy due to the level of honesty | 3 |
| COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner. | Embraces the power of professional associations as a way of gaining wisdom, knowledge, and experience Stays up-to-date with the latest innovations and trends in the specific career field | 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. | Helps transform problems faced by different colleagues into an opportunity for positive change Knows how to handle emotions at the moment rather than suppressing them | 3 |
| 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. | Breaks down a problem into its specific components instead of dealing with it as a whole Comes up with "outside the box" and unusual strategies in order to cope with unusual events in the workplace | 3 |
| MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked. | Provides accurate information, in a timely manner and in a usable form, to other employees who need to act on it Reviews tasks and projects to make sure that they are concise, clear, and accurate before submitting | 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. | Recognizes and appreciates each project member's strengths, interests, and weaknesses and demonstrates fairness when dealing with each individual Produces clear status reports, communicates candidly and tactfully, makes others aware of any issues with the project, and is a good listener | 3 |
| ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change. | Always a step ahead of competitors and always craves to learn more Possesses exceptional ability to adapt and thrive in any environment | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PUBLIC SPEAKING: How well do you engage your audience while giving a talk? Give an example you delivered a long speech and how did you rate your audience regarding their participation? | [employee comments] |
| INSPIRING OTHERS: Describe a time when you have had to give inspiration to a colleague who was constantly late at work. How did you go about it? Did the person take your advice? Describe a time when you felt you were able to inspire other employees in a big way. What did you do? | [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: Can you be trusted in all you do and say to be honest? Do you give honor where it's due or do you withhold it from those who have done well? | [employee comments] |
| COMPETITIVENESS: What sort of projects did you generate that required you to go beyond your job description? What have you done to increase your knowledge and understanding about competitiveness in the workplace? | [employee comments] |
| EMOTION MANAGEMENT: Can you give an example of a situation where there was tension in the workplace, but you were able to maintain composure? 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] |
| PRACTICAL THINKING: Describe a situation that required you to think practically at work. What steps did you take to accomplish this? How have you involved others in practical thinking? Give an example of the last time you did this at work | [employee comments] |
| MANAGING DETAILS: How do you manage distractions at work? Describe a time when a project or task you were working on faced a major distraction If a project is not due for several weeks, when do think it's the best time to start working on it and why? | [employee comments] |
| PROJECT MANAGEMENT: What methods/techniques have you used to track the progress of a team project? Describe a time when you have prevented a project from derailing What is the greatest challenge you faced on your last project? How did you overcome it? What lesson did you learn? | [employee comments] |
| ENTREPRENEURIAL THINKING: What efforts are you making to become more involved with the community that supports your venture? What are you doing to avoid taking shortcuts when executing ideas? | [employee comments] |
Summary |
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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: |