Use this step by step explanation to craft a good employee performance feedback review for a sports director. Find the right words with quality phrases.
A Sports Director is responsible for working with the athletic administration, school or organization to oversee the facility management, human resources, funding and policy adherence in compliance with the rules and regulations.
The principal duties of this post include scheduling games, overseeing coaching staff and organizing practices, observing coaches and athletic teams to ensure they are following the requirements and restrictions, travelling with the teams for competitions, responsible for usage and safety of the sports facility, enforcing rules regarding the usage of the sports facility, hiring new coaching staff, working with the team to ensure there is continued support, keeping a keen eye on accounts to ensure the funds are delivered according to need, overseeing the budget and allocate money as required.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
|---|---|---|
| COACHING OTHERS: Coaching is the process of improving performance that focuses on enhancing and bridging the gap from where one is to where they want to be. | Highlights the benefits of receiving coaching to the person being coached, the company and to the customers Sticks to the main topic during the coaching process; does not waste time on unimportant or peripheral issues | 2 |
| TALENT MANAGEMENT: Talent Management is the shift that is used when hiring, training, and retention of the most skilled and superior employees available in the job market. | Designs a sound talent management plan and integrates it with strategic and business plans in order to close the talent gaps Gives employees the one-on-one attention they deserve with different levels of management and fosters their creativity as much as possible | 2 |
| EQUAL OPPORTUNITY AND DIVERSITY: Equal Opportunity and Diversity means having employees from a wide range of background that includes different ages, gender, ethnicity, sexual orientation, religious belief, educational background, physical ability and treating them equally. | Reliable to be available when needed by the coworkers to help complete tasks Appreciates and provides honest feedback both to the management and the employees | 2 |
| PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others. | Demonstrates clear understanding of the overall company- its goals, function, competition, purpose, etc.- that increase one's interest and commitment Always presents oneself in a way that is consistent with the good image the company wants to portray to the public | 3 |
| BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times. | Observes expectations, values, and standards regarding honesty, fairness, and integrity Considers fairness and equality when implementing new activities and programs | 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. | Shows interest to learn more skills in scientific and technical market research Attends many live events to get the attention of clients and prospects | 2 |
| ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change. | Makes effort to project a positive, memorable, and professional business image Levels the playing field with new technology trends and shows willingness to stay updated | 2 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Encourages individuals and groups with different cultural background to work with each other Attends and promotes group meetings and events that include people from different cultures | 2 |
| PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level. | Encourages automation of manual processes to enhance efficiency and accuracy Makes effort to understand the cause of errors in processes and puts enough effort to correct the errors | 2 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Encourages team members to put extra effort in taking part in training sessions Makes effort to evaluate the outcomes of a training session | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| COACHING OTHERS: Is there a time when an employee has made a terrible mistake as a result of poor coaching? How did you fix it? Is there a time when you have had to deal with an employee who was not cooperating during coaching sessions? How did you go about it? | [employee comments] |
| TALENT MANAGEMENT: In your opinion, how does knowledge sharing enhance talent management? Give three advantages of knowledge sharing in talent management Can you give one example of a suggestion that you made that was implemented in the talent management field? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Do you play the role of a peace ambassador in the workplace or you enjoy stirring conflicts? Do you choose who to support and who not to offer assistance? | [employee comments] |
| PERSONAL ACCOUNTABILITY: Describe an occasion when you chose not to complete a task, for whatever reason. What happened? Describe a time when you had to admit to your supervisor that you had made a mistake. What happened? | [employee comments] |
| BUSINESS ETHICS: What are your views on fairness, equality, respect, integrity and honesty? Have you ever found yourself in a situation where you had to question someone's integrity? | [employee comments] |
| BUSINESS TREND AWARENESS: What efforts are you making to increase your accuracy in predicting future business trends? Do you encourage your colleagues to attend conferences and local events that provide networking opportunities with other professionals? | [employee comments] |
| ENTREPRENEURIAL THINKING: What efforts are you making to become more involved with the community that supports your venture? What efforts are you making to stay ahead of your competitors and learn from them? | [employee comments] |
| INTERCULTURAL COMPETENCE: What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs? Are you actively involved in professional development courses and forums that enhance intercultural competency? | [employee comments] |
| PROCESS IMPROVEMENT: Is there any time you failed to set objectives when initiating process improvement efforts? How did you correct the mistake? How often do you attend think tank and ideation sessions to learn new ideas on improving processes? | [employee comments] |
| TRAINING OTHERS: How often do you encourage team members to take part in training sessions? What efforts are you making to attend important training sessions? | [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: |