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

A program coordinator coordinates staff and resources in a particular project. In a nutshell, he/she performs administrative and human resource duties in public programs such as health and community services.

Specific responsibilities include working with the staff to ensure that programs run effectively and within the set timelines, plan work schedules for their employees, monitor their performances, and grant them offs/leaves when need be. He/she also supervises billing payments and assesses if the funds available for the program is adequate to see it through its completion. Where there are limitations in financial resources, he/she solicits for additional funds. Lastly, they collaborate with other professionals such as account managers to ensure that the program runs smoothly.

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

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Selects one's tasks, with a general sequence of events in mind, in order to complete them without needless repetition or redundancy

Sets a timer or makes a mental note to remind oneself to pay attention to a task when one gets distracted

3

FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large.

Sets the start and end times of a meeting and communicates it to the team members before the actual meeting

Mentally prepares oneself by having a good night sleep and doing deep breathing exercises before having a group meeting

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.

Encourages the key people to interact with the employees and customers about their perception of the company future and brings those views to the table

Examines the factors outside the company that affects its performance before starting a strategic planning meeting in order to discuss assumptions about the future

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

Always clear and direct to the point when answering a question; never leaves a questioner with a half-baked answer

2

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Has a proactive attitude that focuses on creating ideas for handling daily tasks or correcting issues

Accurately analyzes and prioritizes details and catches details missed by other colleagues

3

COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization.

Sets an example for employees who don't have the experience or confidence to go through the challenging times and hold out for the rewards of success

Is encouraging, empowering and helpful and focuses on maintaining a harmonious and happy office environment

2

EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Observes a person to know how good they are in taking the initiative:- whether they go ahead and correct errors when they arise or wait for someone else to notice and ask them to do it

Looks at a person's creativity in prioritizing tasks and how committed they are to executing them

3

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Takes responsibility for seeing efforts through to making tough decisions or completing tasks and projects

Always presents oneself in a way that is consistent with the good image the company wants to portray to the public

3

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Shows patience and empathy toward what other people have to say and changes own persuasion style as needed

Practices and rehearses how to present a situation and gets ready for all possible outcomes

3

ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business.

Leads in identifying a problem and creating a remedy to avoid it recurring or becoming a major problem

Possesses outstanding abilities to understand and analyze numerical data and to make the right conclusions

3

Self Evaluation

Self Evaluation Question

Employee Comments

MULTI-TASKING:

What effect does handling many things simultaneously have on you? When is the last time this happened?

What are some of the ways and techniques that you have found to make handling of multiple tasks easier and more effective?

[employee comments]
FACILITATION:

What methods of communication have you used to pass information to group members?

Is there a time when you assigned different tasks to group members, but the work was not done as you expected? What do you think was the problem? How did you fix it?

[employee comments]
STRATEGIC PLANNING:

What are the steps and methods you have used to define a vision for your position or department?

What goals have you set for your career? What is your plan to achieve them?

[employee comments]
ASSERTIVENESS:

Is there a time you had to speak up in order to be sure that other people knew what felt or thought?

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

[employee comments]
ATTENTION TO DETAIL:

What techniques do you use to make sure you have the right information about a certain project?

Have you ever needed to persuade your supervisor or someone above you that they had made a mistake? How did the situation turn out?

[employee comments]
COMMITMENT TO THE JOB:

What are some of the things that get you dedicated and devoted to your work?

Have you ever been in a situation where you had to lead a group of colleagues? How did you handle it?

[employee comments]
EVALUATING OTHERS:

Is there a time when you have not been honest when giving feedback? If yes, why is that?

How have you helped a person, who is motivated and excited about his ability, continue to grow and develop?

[employee comments]
PERSONAL ACCOUNTABILITY:

Can you describe a time when you were asked to handle a tough problem which challenged your personal accountability? What was the outcome?

Describe a time when you had to admit to your supervisor that you had made a mistake. What happened?

[employee comments]
PERSUADING OTHERS:

What are some of the things that you have done to improve your ability to persuade others?

What are some of the challenges you have faced when trying to persuade others and how have you overcome them?

[employee comments]
ANALYTICAL SKILLS:

Can you recall any problem you solved that required analyzing complex and large volumes of data?

Can you describe a situation where your analytical outcome was incorrect? How did you solve the problem?

[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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