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

A program director ensures the success of a program while maintaining the business value. Therefore, he/she acts as the pivotal point between the program manager and the business and also takes care of the interests of the clients by ensuring effective communication and collaboration between the parties.

Other specific responsibilities include making sure that the program produces the expected outcomes and that all the objectives are met within the set time and budget constraints. They utilize their knowledge about the business and the program to make decisions and sees to it that the program is being managed effectively. They are also responsible for briefing the client about the program from planning to its implementation, and they obtain the necessary resources from the client organization.

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

INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc.

Makes interviewees comfortable as much as possible to get the intended responses.

Knows how to ask open-ended questions that allow the candidates to explain at length.

3

LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place.

Puts employees together in a supportive, cooperative and highly successful team

Carries a strong orientation skill that directly contributes to the solidarity and focus of the employees

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.

Identifies self needs and wants, and asks for them to be satisfied

Asks questions in order to understand all that is required to complete a certain project or task

3

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

Employs trusted colleagues to look over one's work and offers them the same courtesy

Performs repetitious or routine tasks with attention and care and follows the required procedures to ensure all parts of the tasks are complete

2

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.

Uses critical thinking to analyze one's performance and asks for constructive criticism from qualified colleagues in order to know one's strengths and weaknesses

Takes pride in one's work and strives to deliver the best possible results

3

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

Looks for evidence that a person is committed to developing new skills that help improve the company

Watches to see whether or not a person is able to remain calm and composed when facing a difficult situation or when under pressure

2

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

Prepares for any contradictions by practicing own pitch and giving it a thorough evaluation before meeting the person one wants to persuade

Puts oneself in the other person's shoes in order to understand the other person's feelings, motives, and situation better and build trust

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.

Pays attention to how a person is framing a problem in order to know the real cause and think of ways on how to solve it

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

3

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

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

Understands the company and its line of business, and is able to translate the company vision into a project vision

3

Self Evaluation

Self Evaluation Question

Employee Comments

INTERVIEWING:

Have you attended an interview and you had not prepared adequately? Explain how it went about?

What is the one question you find challenging to answer during an interview and why?

[employee comments]
LEADERSHIP SKILLS:

Are you interested in the growth of the team and the profitability of the company as well?

Is the company's interest the center of your interest as you work?

[employee comments]
ASSERTIVENESS:

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

Can you think of an occasion when you have had to motivate and boost the morale of your colleagues?

[employee comments]
ATTENTION TO DETAIL:

Do you prefer to work with the "details" or the "big picture" of a situation?

What tools/techniques do you use to check your work? Why do you use these tools/techniques?

[employee comments]
COMMITMENT TO THE JOB:

Can you give an example of a time when you had to go above and beyond the call of duty to have a task accomplished?

Have you ever been overloaded with work? How do you manage your work so that it gets done on time?

[employee comments]
EVALUATING OTHERS:

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

Is there a time when you felt you did not get what you expected from your evaluation? Why? What did you do?

[employee comments]
PERSUADING OTHERS:

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

Can you describe a time when you have had to convince a difficult colleague to accept your idea?

[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]
GOAL AND OBJECTIVE SETTING:

Describe one of the greatest accomplishment in your career life. What are some of the challenges you faced along the way?

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]
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

How do you make sure that you and your team deliver a project on time or exceed customer expectations?

[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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