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

An Administrative Services Manager is responsible for planning, directing and coordinating supportive services of an organization by maintaining facilities and supervising activities that include recordkeeping, mail distribution and office upkeep.

The primary responsibilities include developing, managing and monitoring records, supervising clerical and administrative personnel, setting goals and deadlines for the department, buying, storing and distributing supplies, ensuring that facilities meet environmental, health and security standards that comply with the government regulations, monitoring and ensuring that the facility is well maintained and safe, planning budgets for contracts, equipment, and supplies, overseeing the maintenance and repair of machinery, equipment, and mechanical systems

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

TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback.

Knows how to receive and give constructive feedback to other team members.

Encourages other team members to continue to improve themselves and to do well at all time.

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

Explains one's own decision to those affected or involved and follows up to ensure effective and proper implementation

2

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.

Uses waiting time efficiently; always has a portable task to do such as reading especially in places where one anticipates waiting

Simplifies tasks that one cannot eliminate such as routine tasks and tries to perform them in as much detail as they require

2

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.

Recognizes employees who go above and beyond the call of duty to get things done, in order to encourage them to continue working hard and incentivize others to take the initiative

Takes on more work than one needs to and helps other employees with their work when one can

2

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Makes a list of all the positive things at work and tries to think about them when one feels demotivated

Quickly replaces negative thoughts with positive ones; stays positive even when things are not working as expected

3

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

Allows employees to be critical about ideas and suggests solutions to expand an idea

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

2

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.

Pays careful attention to important details when assessing and appraising an employee or staff

Highly receptive to coaching and managerial feedback on the overall assessment

2

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Creates and defines one's policies and what happens in the event that they are not followed

Keeps employees accountable by regularly having conversations about how their goals are progressing

2

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Stays abreast of industry trends that help one perform own tasks faster and better and become more efficient

Compares finished work or observations to the expected results in order to find inconsistencies

2

TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time.

Keeps projects on schedule, tracks them carefully, and delivers results on time

Follows proven time-management systems and appreciates that time is money

2

Self Evaluation

Self Evaluation Question

Employee Comments

TEAMWORK SKILLS:

Do you always take credit for what others have done or you appreciate their efforts?

Have you ever done anything that affected the team negatively? How did you manage it?

[employee comments]
JUDGMENT SKILLS:

Is there a time you have made a difficult decision? How did you handle the feedback? Is there a way you could have handled the situation differently?

Do you usually analyze information better alone or with a group? Why? When do you seek assistance from other employees?

[employee comments]
MULTI-TASKING:

What system do you use to keep track of multiple projects? How has this helped you meet deadlines?

What are some of the resources you have used for effective multi-tasking other than your own time and attention?

[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?

Is there a time when you have had difficulties getting a colleague to accept your advice? What was your approach?

[employee comments]
MOTIVATING OTHERS:

Can you give an example of a time when you overcame a significant problem, which made you very proud of yourself?

What is the biggest goal you have ever accomplished? Why do you consider it the biggest? Describe the problems you faced, if any

[employee comments]
DECISION MAKING:

Can you explain a difficult decision you have made regarding a project or task at work? What are some of the factors that influenced your decision-making process?

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]
APPRAISAL AND EVALUATION SKILLS:

How do you balance quality and quantity in terms of the performance?

Do you concentrate so much on the negative and forget the positives?

[employee comments]
MONITORING OTHERS:

Is there a time when you felt your monitoring system is not giving you what you expected? What did you do?

How do you access an employee's accountability? How do you deal with an employee who doesn't deliver their work on time?

[employee comments]
MANAGING DETAILS:

How would you deal with a team member who is super detail oriented, that he/she always slows the team down?

Describe a time when you have had to multitask. How did you organize your tasks to make sure that you didn't miss any of them?

[employee comments]
TIME MANAGEMENT:

Were there any instances where you felt that you took more time to get work done than other times?

Do you keep a well-organized record of all the upcoming deadlines?

[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: