Use this step by step explanation to craft a good employee performance feedback review for a control system computer scientist. Find the right words with quality phrases.

A control system computer scientist is involved in the development, installation, and maintenance of control systems in information and technology companies including those launched off the premises. He/she researches information to enlighten about innovative designs and theoretical approach to issues in the field.

Apart from creating, installing, and maintaining control systems, he/she also tests theories and developed models through experiments. Other responsibilities include developing solutions in the information and technology field in relation to software and hardware in addition to troubleshooting problems in existing control systems. Lastly, he/she may be required to work with other control engineers in the creation of effective and responsive 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

CUSTOMER ORIENTED: Customer Oriented is a skill that focuses primarily on the client as the King offering quality services that meet the customer's expectations with an aim to inspire people rather than just try to sell their product.

Assists the customers to solve their problems and has become the go-to person.

Great at following up with clients and makes sure they are updated on matters relating to their transactions.

2

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.

Researches extensively before delivering a talk to have concrete facts and information that will not raise any objections.

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

2

TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system.

Does proper research to try to find out other new ways of troubleshooting.

Demonstrates good product and equipment knowledge and can advise clients accordingly.

2

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Helps others determine their personal goals and work on them seriously

Displays a high degree of tenacity in working with the teams to deliver quality work

2

PHYSICAL ABILITIES: Physical Abilities is the ability of one's strengths and limitations that are also known as the individual resources to perform well at the tasks given.

Performs complicated tasks that require lots of lifting and moving with ease

Great experience at solving complications that occur during work sessions

3

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.

Talks to oneself kindly, and encouragingly instead of beating oneself up for making mistakes

Speaks assertively in order to get people to listen and deliver one's own ideas with conviction

2

REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live.

Assesses one's commitment to the goals; puts in the necessary effort and time to achieve own goals

Revises unrealistic goals in order to make them more achievable or lets them go and creates new ones

3

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Shares high-level objectives with team members in order to ensure that each individual is in alignment with the company's vision and mission

Sets goals that are tied to the overall growth strategy of the company in order to increase the company's productivity

2

MEETING MANAGEMENT: Meeting Management is the skill to know and understands the reason why an official meeting should be held and who should attend.

Encourages use of creative approaches of holding meetings and shows willingness to leave room for creativity

Demonstrates willingness to learn more meeting management skills to improve future meetings

2

PRODUCT KNOWLEDGE: Product Knowledge is an essential sales skill to understand the features of your product allowing you to present the benefits compellingly and accurately to the customer.

Knows how to communicate information and answer most questions related to a product

Demonstrates willingness to understand how products address the needs of clients

2

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Explain a situation where you went an extra mile to serve a customer. What did you do?

Is there a time you understood a customer's circumstances quickly? What did you do?

[employee comments]
VERBAL COMMUNICATION:

Have you ever tried to think about what you would say from another person's perspective?

How do you aim to improve your verbal communication skills to be the best in it?

[employee comments]
TROUBLESHOOTING:

Give an instance you had to troubleshoot a problem, and you succeeded. What did you do?

Have you ever been given feedback and you implemented it? How was the result?

[employee comments]
DEVELOPING OTHERS:

Do you have personal goals set before you can set the employee's goals?

Does the management count on you to deliver profitability in the business?

[employee comments]
PHYSICAL ABILITIES:

Are you willing to help out in tasks that require manual strength

Are you physically fit to take on tasks that require human strength?

[employee comments]
SELF CONFIDENCE:

Is there a time you took on a task or project you considered out of your comfort zone? How did you feel?

Have you had times when others questioned your ability to handle a certain task? How have you handled such situations?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you failed to meet your goals because they were unreal? What did you do?

How have you ensured that your goals are measurable, achievable, specific and timely?

[employee comments]
GOAL AND OBJECTIVE SETTING:

What is one of the major goals that you have set for yourself recently? How are you planning to achieve it?

What new skills have you learned to improve your ability to set realistic goals? How has this helped you achieve your goals effectively?

[employee comments]
MEETING MANAGEMENT:

What are you doing to ensure that you start and end meetings as scheduled?

Which approaches are you employing to hold more creative meetings and do you leave room for creativity?

[employee comments]
PRODUCT KNOWLEDGE:

Can you think of a situation where you demonstrated your ability to fix problems associated with a product?

How often do you adhere to procedures and policies that guide products and services?

[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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