Use this step by step explanation to craft a good employee performance feedback review for a vice president, corporate social responsibility and sustainability. Find the right words with quality phrases.

The Vice President, Corporate Social Responsibility and Sustainability is responsible for defining and developing various strategies that underlines the company's objective of social responsibility. They conduct research and develop ideas and policies that help build productive relationships with other organizations to achieve the objective of the corporate social responsibility of the company.

In addition to that, they also perform functions like; developing marketing and publicity initiatives for the company, raising awareness of the company's commitment towards achieving its corporate social responsibilities and training junior staff members. In general, he/she is the internal and external brand ambassador of the company when it comes to corporate social responsibilities.

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.

Knows how to use a story well to pass a point across much easier.

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.

Identifies patterns across situations that are not obviously related as well as key and underlying issues in difficult situations

Is able to understand both internal and external client's needs and concerns and to provide sound solutions or recommendations

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

Focuses on a single event or situation that requires a decision and tries meditating on that issue

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.

Considers the potential impact of the company's objectives on both revenues and expenses in order to prioritize and reflect them in future budgets

Involves experts who have experience with implementation and operations and ensures that the strategic plan is analyzed critically by them

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

Gets emotional support from coworkers and friends when emotions get out of control

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.

Gracefully accepts defeat; always lets go and accepts the situation as it is

Uses awareness of one's own emotions and the other colleagues' emotions in order to manage interactions successfully

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

Asks questions about the situation and about the person who caused it and tries to look for answers to these questions

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.

Maintains a schedule, calendar, checklist, etc. in order to ensure that small but important details are not overlooked

Estimates how long it takes to perform a routine task and sets aside a specific amount of time for that task each day

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.

Is able to control all the project's activities and its progress in a result-oriented manner

Recognizes and understands the corporate environment and its cultural impact on the project at hand from both external and internal sources

3

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Possesses exceptional ability to create effective and reliable project schedules

Adds enough contingency time for any unexpected events when scheduling tasks

3

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

Give an instance you delivered a speech and how do you feel you performed

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

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome?

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

[employee comments]
DECISION MAKING:

Can you describe a time when you have had to postpone a project because you did not have the right information to come to a good decision?

What is one of the most difficult decisions you have made in the last six months? What made it difficult and how did you go about it?

[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?

Describe a time when you have cooperated in the planning of a project. What was your role?

[employee comments]
EMOTION MANAGEMENT:

What strategies have you taken in the past to prevent a situation from becoming too stressful for you to handle?

Is there a time a company policy hurt employees and you had to mitigate the negative consequences to employees?

[employee comments]
EMOTIONAL INTELLIGENCE:

Describe a time when you received feedback on your performance, and you had to disagree with it. How did you handle the situation?

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

[employee comments]
PRACTICAL THINKING:

Some situations require one to think in a practical manner while others require critical thinking. Can you give an example when you have used the two strategies to solve a problem at work?

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 make sure that you have all the necessary tools before starting a project or task?

How have you helped your team members improve their ability to manage details? How has this improved the overall productivity of the team?

[employee comments]
PROJECT MANAGEMENT:

What communication plans have you used to convey an important message to your team? How have you confirmed the accuracy of information received or sent?

Describe the full project life cycle. How have you used the cycle to manage your projects effectively?

[employee comments]
SCHEDULING:

What are you doing to identify and prioritize more important tasks?

How often do you balance work and life and how often do you schedule time for non-work related activities?

[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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