Use this step by step explanation to craft a good employee performance feedback review for a scientific programmer analyst. Find the right words with quality phrases.
A scientific programmer analyst designs and implements computer programs. He/she stays updated of new technologies and evaluates existing computer programs to determine where they need updating.
Besides, designing and implementing computer programs, he/she is mandated to conduct unit testing and integrated assessment of modules. He/she also develops UNIX system for the production of scientific data. Besides, he/she resolves system problems and works in collaboration with vendor support as well as monitoring security vulnerabilities. They are also responsible for conducting hardware and software upgrades as well as undertaking administrative tasks such as assisting in configuring and maintaining LAN systems and their peripherals.
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 |
|---|---|---|
| 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. | Handles complaints and difficult situations with customers with much ease. Have strong listening skills that help in understanding the needs of customers. | 2 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Does what one can to help the employee improve and correct the issue at hand swiftly and quickly Offers the employee with training and provides more frequent direction in order to help them improve on weak areas | 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. | Successfully applies knowledge acquired in the daily tasks that are undertaken Always willing to jump in and learn something new to help make work easier | 2 |
| 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. | Leverages diversity; creates opportunities through different kinds of people and relates well to everyone, regardless of their background Is able to navigate company's relationships effectively and achieve what other colleagues may previously have failed | 3 |
| PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others. | Takes ownership of personal or team performance and helps team members to achieve their goals or improve their performance Admits misjudgments mistakes and errors and informs others when one is not able to meet a commitment | 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. | Takes problems one by one wherever possible and states each problem as precisely and clearly as one can Figures out the information one needs to solve a particular situation and actively seeks that information | 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. | Starts meetings the minute they are scheduled to begin, is known for promptness, and sends a clear message to latecomers Collects questions about the topic to be discussed way in advance | 3 |
| DATA ENTRY: Data Entry is a skill to key in information from various sources as directed by the management while keeping to the policies and procedures of the company and ensuring they are accurate. | Understands the importance of maintaining data confidentiality and is willing to learn more about privacy issues Demonstrates willingness to learn how to transcribing documents and type up manuscripts | 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. | Understands how to fix the most basic problems associated with a product Makes effort to carry out research on customer experience offered by the products | 2 |
| PROGRAMMING SKILLS: Programming Skills is the ability to use technical languages, tools, and operating systems professionally in the workplace. | Eager to participate in continuing education opportunities related to programming Puts extra effort to build and compile programs that execute with minimal errors | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CUSTOMER ORIENTED: Do you actively solicit feedback from customers to determine their concerns and needs? Explain how. Can you describe an instance where you served an irate customer? What did you do? | [employee comments] |
| GIVING FEEDBACK: Describe the most difficult performance review you have handled. What made it difficult and how did you go about it? What techniques have you used to track an employee's performance in order to give the best feedback? | [employee comments] |
| PHYSICAL ABILITIES: Are you willing to help out in tasks that require manual strength Do you communicate effectively to ensure adequate use of equipment or machines? | [employee comments] |
| EMPATHY: Can you think of a time when you had to deliver less than ideal news? How did you go about it? Why is it important for employees to show empathy towards each other as well as towards their customers? | [employee comments] |
| PERSONAL ACCOUNTABILITY: Can you describe a day when your supervisor was absent, and you had to make tough decisions? What are some of the decisions you made? What are some of the special responsibilities and assignments you have been given in the past that are not part of your routine? | [employee comments] |
| PRACTICAL THINKING: How have you helped other employees improve their ability to think practically? How has this benefited the company? What have you done to improve your practical thinking skills? How has this helped your career life? | [employee comments] |
| MEETING MANAGEMENT: Were there any times you failed to assign roles to participants in a meeting? How did you correct the situation? What efforts are you making to ensure all meetings have a clear agenda? | [employee comments] |
| DATA ENTRY: What efforts are you making to improve your ability to do repetitive tasks for long periods of time? How often do you encourage others to learn more computer skills? | [employee comments] |
| PRODUCT KNOWLEDGE: Were there any times where you were able to demonstrate how to use a product together with another? What are you doing to improve your ability to explain to a client how a new product works? | [employee comments] |
| PROGRAMMING SKILLS: Can you describe your experience with using cross-platform programming languages? Can you explain your approach when creating a new program? Which steps do you follow? | [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: |