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

A program manager is mandated to ensure that the program outcomes are achieved within the set timelines and budget. He/she coordinates his/her team to make sure the program delivers and also coordinates and manages the multiple projects within the program.

Other responsibilities include to identify risks within the existing projects in the program and to outline appropriate solutions. He/she also proposes certain changes, which they believe it would improve the projected benefits. The position also requires the individual to nurture an enabling environment, which allows the staff to participate in the program actively. He/she also makes sure the program is in line with the quality standards and also allocates the right human resources and funding to various projects in the program.

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

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

Can be counted on to give the very best under all circumstances

Automatically works extra hours to get all the work done within the set deadlines

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.

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

Decides on wording; thinks through not only about what to say, but how to say it

3

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

Shows keenness while exploring the issue or topic at hand as well as issues surrounding it and reasons behind it

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

Anticipates company's needs and possible problems, and comes up with suggestions to address those needs

2

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Is excited about what one is doing and more excited about the colleagues one is doing it with

Is visionary; takes time to make goals and finds the best way to accomplish them

3

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

Regularly reviews feedback from the customers in order to know the quality of work a person delivers

Checks to see whether a person takes time to work on weak areas after receiving feedback

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

Uses both verbal and non-verbal persuasion skills; uses open, encouraging body language, not defensive or closed

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 challenging yet attainable goals for team members, in order to motivate them, and rewards individuals who have successfully met their goals

Visualizes own goals as already accomplished in order to improve performance, feel motivated and to actually accomplish them

2

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.

Works efficiently and effectively to meet deadlines regardless of whether one is under pressure or not

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

3

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Trains employees at all levels about quality in order to make them know that they need to produce quality work regardless of their role in the company

Solves issues with the current work and puts effective processes in place to prevent these issues from occurring again

3

Self Evaluation

Self Evaluation Question

Employee Comments

DEPENDABILITY:

Are you willing to do whatever it takes to get the job done no matter the situation?

Are you a loyal person that your coworkers and management can rely on?

[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:

Describe a time when you were confused by a client's request. What process did you use to clarify things?

Are there times you have had difficult experiences working with details at work? How did you go about that?

[employee comments]
COMMITMENT TO THE JOB:

Are there times you have come in early or stayed late in order to meet a deadline?

What has been your major work-related setback? What happened and how did you manage to keep moving forward?

[employee comments]
ENJOYMENT OF THE JOB:

Describe a time when you felt your work was unmanageable and were unable to meet deadlines. What did you do about it?

Are there times when you have helped other employees love their jobs? How did you go about it?

[employee comments]
EVALUATING OTHERS:

Describe a time when you went into a performance review without preparation. How did it go?

In your opinion, do you think evaluating a person can give an adequate reflection of their character?

[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]
GOAL AND OBJECTIVE SETTING:

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

Describe some of the factors that you consider when setting your goals and objectives. How have these contributed to your success in the goal setting process?

[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?

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

[employee comments]
QUALITY OF WORK:

Describe the most challenging task you have handled. What made it challenging and what was the quality of work produced?

How do you help new members of your team cope with the agreed team standards and values?

[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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