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

A director of compensation will be tasked with the responsibility of managing and implementing the organization's compensation programs. This person is normally tasked with ensuring that all employees are treated with respect and in fairness when it comes to compensation issues. He/she will ensure that the compensation structure is employee and company friendly.

The director will also get to perform the following roles besides the main role; these include; managing and directing all staffs involved in handling compensation issues; ensuring that all company compensation structure complies with the laid down rules and regulations, monitor and document all compensational activities, and help in establishing compensation budgets.

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

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

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.

Designs a plan that clearly articulates goals, responsibilities, and specific deadlines and makes sure that everyone understands the plan and his/her individual role in it

Reviews the strategic plan for performance achievement as often as possible and holds people accountable for unapproved missed deadlines

3

APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them.

Highly conscientious and detail oriented in evaluating others to ensure every detail is precise

Always an excellent team player who cooperates and listens to others

3

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.

Finds ways to get self needs met without sacrificing others' needs in the process

Delivers criticism in a way that demonstrates sensitivity to the feelings of other colleagues

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

Knows how to handle emotions at the moment rather than suppressing them

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.

Avoids power struggles and backstabbing and is able to build rapport and trust quickly with other employees

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

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.

Works extra hours if that what it takes to get the job done and done right

Actively demonstrates commitment by maintaining a predictable and consistent work schedule

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.

Keeps weekly and daily goals checklists in order to keep track of one's most important tasks and stay committed to accomplishing them

Establishes a periodic check-in halfway between the goals in order to determine whether one has done enough or needs to adjust the timeline

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

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

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

INSPIRING OTHERS:

What are some of the things you have done in the past to improve your ability to inspire others at work?

Describe a time when you felt you were able to inspire other employees in a big way. What did you do?

[employee comments]
STRATEGIC PLANNING:

How does your current position affect the overall goals of your company? What have you done to improve your ability to set the company's goals?

What factors do you consider when selecting the right people for your strategic planning team?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

Do you find fault with some of the employees you assess?

Are you able to schedule your work to match the company's calendar?

[employee comments]
ASSERTIVENESS:

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

If a colleague was facing a clash of personalities, what steps would you take to make the working relationship run smoothly?

[employee comments]
EMOTION MANAGEMENT:

Are there instances, when a colleague has made you so angry, but you managed to remain calm and composed?

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 strength? How do you make sure your colleagues benefit from your greatest strength?

Why is it so important to build trust and rapport with colleagues? How do you develop the two in the workplace?

[employee comments]
CONSISTENCY AND RELIABILITY:

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

Can you describe a time when personal issues pulled you away from work? How did you handle it?

[employee comments]
PERSONAL COMMITMENT:

Sometimes you have to sacrifice some things in life in order to get what you want. What are some of the things you have sacrificed in the past in order to accomplish your goals?

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

[employee comments]
GOAL AND OBJECTIVE SETTING:

How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals?

Is there a time when you were working on an important goal, but then you realized that you couldn't achieve it when you were already halfway done? What did you do?

[employee comments]
ENTREPRENEURIAL THINKING:

What are your doing to improve your money management skills?

What have you learned from your past mistakes when executing business 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:

Related Articles