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

The budget analyst is the finance planner with the primary task of preparing budget reports and monitor the spending for any public or private institution. He/She is responsible for preparing annual budgets as well as notifying of variances from the resources presented.

General duties includes, reviewing the manager's proposals for compliance, completeness and accuracy according to the company laws and regulations, working with project and program managers in developing the organization's budget, monitoring all the organizational expenses to ensure they are within the budget, informing the program managers of the availability and status of the funds, assists the managers and supervisors in analyzing the proposed plan while finding alternatives if the results are unsatisfactory.

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

ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws.

Gives other people the work to proofread before presenting it.

Produces or delivers work that is 100 percent reliable and trustworthy.

2

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Analyzes data from different focus groups in order to help select proper packaging for a new product in the company

Avoids snap judgment and decisions; takes the time to jot down potential solutions to situations before making a call

2

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Plans, manages, and coordinates both internal and external resources in order to identify problems or accomplish tasks within the given deadlines

Listens to different points of view of a given issue, identifies main negotiation points and promotes mutual understanding

2

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Evaluates the risk associated with each suggested alternative before making a decision or coming to a conclusion

Asks a variety of people with various backgrounds for responses in order to evaluate how majority of other people view the decision

2

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Pushes aside the work planned for the day to respond to an emerging problem

Shifts attention to a client entering the facility even though immersed in detailed task

2

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Volunteers for a task or project that feels like a stretch but matches one's own interests

Speaks one's mind during meetings in order to see the reactions of other employees to one's viewpoint and adjust appropriately

2

CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues.

Sees trends, patterns and missing pieces when looking at information and tries to draw links between the information and the context

Understands the impact of changing customers' needs to the future of the company

2

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Speaks positively to own bosses and provides quality feedback about the people one works with

Shares information or content with others that is directly related to their work in order to help improve their professional skills

2

PROBLEM/SITUATION ANALYSIS: Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down.

Finds a more positive side of the situation and focuses on it in order to reduce the situation's negative emotional impact

Tries to form own goals in the sense of actions one can take to achieve the desired goals

2

KNOWLEDGE MANAGEMENT: Knowledge Management is the ability to manage knowledge and information that is presented to the company from different sources without overlooking any of them.

Gathers information from different sources to assist in making judgments and seeks further information if existing evidence appears unsound

Understands the shortcomings of failing to communicate well and looks for better communication approaches

2

Self Evaluation

Self Evaluation Question

Employee Comments

ACCURACY:

Do you normally have a checklist or a guide before you start doing any given task?

How much time do you dedicate to ensure you deliver an error free task?

[employee comments]
JUDGMENT SKILLS:

Can you think of a context or situation where you needed to demonstrate judgment? How was the situation resolved?

In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you prioritize customer's issues in order to ensure that service is provided to the customers even during critical periods?

Is there a time when you have encountered a problem due to lack of knowledge of your company processes? How was the problem solved?

[employee comments]
DECISION MAKING:

Is there a time when you have had to deal with a difficult customer? If yes, explain how you went about deciding on what strategy to employ when dealing with the customer

What is one of the most difficult decisions you have made in the last six months? What made it difficult and how did you go about it?

[employee comments]
ADAPTABILITY:

If you were given a new project to lead without prior knowledge, what steps would you take to tackle it?

Can you describe a situation where you had to move into action without a plan when solving a difficult problem?

[employee comments]
SELF CONFIDENCE:

Can you describe a time you thought you were going to fail in a task? What did you do to succeed?

Do you feel full of self-confidence or do you wish you had more of it?

[employee comments]
CONCEPTUAL THINKING:

Describe a time when you identified customer's needs on a particular project. What resources did you call on to help?

Give an example of a problem you solved when important facts were unavailable. What was the outcome? How was this problem affecting other employees?

[employee comments]
PERSONAL RELATIONSHIPS:

Describe a time when you were successful in building a relationship with a difficult person at work. How did you go about it?

How do you make sure to keep the existing relationships with other employees and customers strong every single day?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

Can you explain the steps you have taken to troubleshoot a problem? How effective have these steps been?

Describe a time when you have anticipated a problem. What did you do about it?

[employee comments]
KNOWLEDGE MANAGEMENT:

What are you doing to improve your understanding on when to seek for new knowledge?

What efforts are you making to look for new ideas that can assist you in improving your knowledge capabilities?

[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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