Use this step by step explanation to craft a good employee performance feedback review for a compensation and benefits manager. Find the right words with quality phrases.

A Compensation and Benefits Manager is tasked with the primary responsibility for designing, planning and implementing compensation and benefits programs, procedures and policies for all company employees. He/she will also get to manage the company's employee payroll, while also handling any inquiries or complaints that relate to compensation and benefits programs.

Other duties that he or she will get to perform are; reviewing policies and procedures that relate to compensation and benefits, provide recommendation for the various policies, ensuring that the compensation and benefits packages are good enough to retain and hire employees, ensuring that all compensation and benefits package are in line with all legal requirements and ensuring that programs meet employee's needs.

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.

Exhibits a great aura of confidence and poise when delivering a talk.

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

Takes the time to learn more about one's work and the people one serves in order to be more productive

3

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Anticipates and meets all the needs of customers and delivers high-quality products and services

Makes timely, well-informed and effective decisions even when solutions produce unpleasant consequences or data is limited or not available

3

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Is highly regarded as dependable by both management and the team working together

Can be relied upon to handle urgent tasks that no one wants to handle

2

ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong.

Receives feedback positively and is always ready to disagree without getting defensive or angry

Regularly expresses appreciation of others for what they have done or are doing

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.

Assists hurting colleagues by referring them to the help that they need, like employee assistant programs and conflict skills training

Decorates working spaces with pictures and mementos that bring happy memories at work to help calm down when feeling stressed

2

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

Does not get easily disappointed when things don't go according to plan

3

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.

Faces obstacles with fortitude and resiliency; perceives challenges as a part of the journey towards the larger accomplishment that one is committed to

Keeps goals close by writing them in a journal in order to stay focused even when one lacks personal motivation

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.

Breaks down a problem into its specific components instead of dealing with it as a whole

Investigates things for oneself rather than assuming that the other person knows what he/she is talking about

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.

Determines appropriate measures, prioritizes, and coordinates these measures for oneself and for project members in order to achieve the project goals

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

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?

How do you reward employees whose work exceeds your expectations? Give an example of when this has happened

[employee comments]
MANAGING AT TEAM:

How do you think your reporting staff would comment on your strengths, weaknesses, and managing style?

Is there a time when you have praised an employee in public? How did you go about it?

[employee comments]
DEPENDABILITY:

Can your manager depend on you to handle tasks without being asked to do so?

Do you finish all your projects and tasks within the allocated time?

[employee comments]
ASSERTIVENESS:

Have you ever used verbal communication to get a point across that was important to you?

How good are your listening skills? Do you have instances when you made mistakes because you did not listen well to what someone had to say?

[employee comments]
EMOTION MANAGEMENT:

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

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

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

[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 project that was implemented because of your personal commitment. What was your role in the project?

[employee comments]
PRACTICAL THINKING:

What are some of the challenges that you have faced when thinking practically? How have you faced these challenges?

How have you involved others in practical thinking? Give an example of the last time you did this at work

[employee comments]
PROJECT MANAGEMENT:

How do you motivate your project team and communicate with the stakeholders? How has this contributed to the success of your projects?

Describe the most difficult project that you have ever managed. What made it difficult and how did you go about it?

[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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