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

A Project Director is liable for bearing the primary responsibilities of all the essential aspects of work carried out which includes a project's technical or programmatic requirements which apply to policies and regulations. This post initiates the application and assumes the responsibility for overall project management.

Other important tasks includes launching the application and assuming responsibility for overall project management, delegating financial tasks to a business unit administration, maintaining project data and materials as needed, pursuing project aims as clearly described in the application, managing project personnel, maintains and retains project data and documents as required, completing progress and other required reports, initiating timely requests for prior approval for changes when required.

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

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Researches how to run an effective meeting and shares the results with the meeting convener or facilitator

Prioritizes the group efforts based on the common goal being worked towards

2

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

Introduces a follow-up question such as "How does that change the way you feel about...?" if a discussion does not start immediately

Encourages other group members to lead future discussions in order to make them feel joint ownership of a group and its goals

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.

Tries to determine the real situation before making a decision on a certain situation

Takes a look at a decision plan, to make sure that one has been thorough and that it is free of errors, before implementing it

2

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Understands and appropriately applies procedures, principles, policies, requirements, and regulations related to specialized expertise

Determines objectives, delegates work, and sets priorities and holds self and others accountable for any mistakes made

3

ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you.

Defines important goals and puts a plan together to accomplish them

Does not listen to people who are full of non-constructive criticism and discouragement

3

PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face.

Listens carefully to what the other person has to compromise and only offer what one can, without feeling resentful or used up

Welcomes change and new ideas and continues looking for ways that one can incorporate these into one's life

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.

Makes lists, organizes things and uses a lot of detail in order to keep a problem in an orderly manner

Asks questions about the situation and about the person who caused it and tries to look for answers to these questions

3

ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently.

Uses breaks as a time to socialize with other employees as a way to engage own brain with something other than work

Works backwards from the deadline in order to see how tweaking daily micro tasks could increase chances of meeting own goals even further

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.

Finds a place for everything so that resources, data and all the tools needed for projects are easily accessible; maintains a clear project team structure

Is able to manage competing priorities and meet tight deadlines effectively

2

BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace.

Makes good strategic decisions, looks for good opportunities and makes efforts to overcome competition

Attends many live events to get the attention of clients and prospects

2

Self Evaluation

Self Evaluation Question

Employee Comments

COLLABORATING WITH OTHERS:

Can you give the best example of a time when you worked cooperatively as a team member to complete an important task?

Describe a time when you have had to work with a difficult team member. How did you handle it?

[employee comments]
FACILITATION:

Describe the technique you have used to assign roles to group members. How have you found the technique effective?

How do you encourage group members to stay motivated when there is work pressure?

[employee comments]
DECISION MAKING:

Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened?

What are some of the things you are doing or have done to improve your decision-making skills?

[employee comments]
MANAGING AT TEAM:

Think about a time when you were given a management role. How did people respond to your management efforts?

Can you describe a time when you have taken a management role when you did not have the title of a manager? What happened?

[employee comments]
ENTHUSIASM:

Can you describe a time when you were totally lost in your work in a good way and time just flew by?

Can you think of a time when you sought a colleague's idea or opinion when working on a new project?

[employee comments]
PERSISTENCE:

How do you motivate your team members to remain persistent? Can you give an example of a time when this was practical?

Can you describe a situation where you had to use persistence in order to successfully convince a customer to buy a product?

[employee comments]
PRACTICAL THINKING:

Some situations require one to think in a practical manner while others require critical thinking. Can you give an example when you have used the two strategies to solve a problem at work?

How have you involved others in practical thinking? Give an example of the last time you did this at work

[employee comments]
ROLE AWARENESS:

What have you done to help team members become more aware of their roles in a team project?

Explain how your department has benefited from employees being more aware of their roles. How has this benefited the company at large?

[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?

Describe the most difficult project that you have ever managed. What made it difficult and how did you go about it?

[employee comments]
BUSINESS TREND AWARENESS:

What strategies are you using to get the latest information about current trends?

What strategies are you using to survey your competitors and are you noticing any results?

[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: