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

An Analyst is responsible for handling most of the problems in the company and providing a workable lasting solution.

The responsibilities of this post are identifying areas that require improvement or updating and finding solutions to them, investigating the company's activities to make them more efficient, testing systems and providing competitive commercial solution, inventing new systems or revamping existing areas of business, stock control and dispatching processes, advising the senior management, evaluating surveys and workshops results, document any required changes and communicate them to the relevant departments, using the IT solutions to enable the organization meet their goals, training the staff on use of new 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

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Prepares adequately well before delivering that all-important speech before others.

Never beats around the bush but instead goes straight to the point.

2

LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained.

Asserts opinions, views, and ideas respectfully and appropriately to the relevant audience.

Does not quickly assume what the other person is saying but instead listens to completion.

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.

Breaks larger groups into smaller groups in order to encourage adequate participation and allow every member to interact

Deals with disagreements by finding common ground and handles situations that could lead to potential arguments assertively

2

SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life.

Effectively coaches assistants in group or individually towards high achievement

Encourages active involvement to all the workers to promote positive involvement

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.

Highly disciplined and punctual in all aspects displaying character that others should follow

Shows lots of initiative and takes the lead on projects

3

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Rewards and praises colleagues for their accomplishments and strengths, and provides constructive feedback designed to focus on how to improve

Opens up emotionally when connecting with others in order to deepen the connection with the other person

2

SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace.

Maintains momentum, focus, and effectiveness, despite provocations, challenges, and emotionally charged situations

Demonstrates self-control and recognizes one's own stress triggers and pressure points

3

DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period.

Keeps emails and documents in a categorized folder in order to avoid wasting time while looking for important information

Negotiates due dates with the people concerned in order to have more control and reduce stress when working on a project

2

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Finds out the competitors' strengths and weaknesses and looks for ways to adopt or exploit them

Integrates long-term planning into the company budget in order to avoid conflict between the day-to-day finances and long-term financial goals

2

RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly.

Uses project resource management tools to extract information and generate reports in order to save time and improve accuracy

Plans for a recruitment exercise beforehand; communicates the skills one needs to acquire as early as possible in order to give the recruitment team enough time to identify appropriate resources for the exercise

2

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Give an instance you were given the opportunity to talk to people. What was the reaction?

How do you prepare yourself before you talk to people and has it been of help to you?

[employee comments]
LISTENING SKILLS:

How well can you rate your listening ability skills when having a conversation?

Give an instance that you did not listen carefully and you ended up messing the situation.

[employee comments]
FACILITATION:

Is there a time when you have faced challenges when coordinating a group? How did you overcome the challenges?

Is there a time when you assigned different tasks to group members, but the work was not done as you expected? What do you think was the problem? How did you fix it?

[employee comments]
SUPERVISORY SKILLS:

Have you come up with appropriate boundaries and do you follow them?

Do you have a laid out plan on how to ensure you reach each employee individually?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

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

Do you work with the employees after the assessment to see better results?

[employee comments]
EMPATHY:

Think of a time you had to address an angry client. How would you assess your role in diffusing the problem?

Can you think of a time someone interpreted something you said negatively, even though you didn't intend for it to be negative?

[employee comments]
SELF AWARENESS:

Can you think of a situation where you felt you needed to modify or adjust your behavior? How did you go about it?

Is there a time when you received feedback about your work, and you had to disagree? What happened?

[employee comments]
DEADLINES - ON TIME:

Describe a time when you have had to work under a tight deadline. What methods did you use to meet the deadline?

Which is one of the most difficult projects you have ever done? What made it difficult and how did you go about making it a success?

[employee comments]
LONG RANGE PLANNING:

Describe a time when you have had a hard time accomplishing your long-range plan. What was the problem and how did you solve it?

Do you think a vision statement is important to a company? In your opinion, what are some of the things that must be included in vision and mission statements?

[employee comments]
RESOURCE USE:

What basic rules have you followed for successful resource planning? How has this helped you to manage resources effectively?

What are some of the project management tools that you have used to keep track of your projects or automate important aspects of a project?

[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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