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

A management information systems director is involved in the management of a firm's information technology activities. He/she ensures that the operations of info systems are stable and seamless as well as troubleshooting issues in a multi-server environment using a broad range of applications and software systems.

Apart from participating in planning, organizing, and implementing information technology activities, he/she is also involved in the analysis of technology and new trends to develop organizational objectives and strategic plans to meet them. In addition, he/she makes sure that the information system works effectively to achieve the set production goals. Lastly, they supervise security efforts to prevent and manage breaches as well as offering solutions for ensuring the information safety.

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.

Builds rapport with clients easily which makes it easy to interact with them and offer great service.

Have strong listening skills that help in understanding the needs of customers.

2

NEGOTIATION SKILLS: Negotiation Skills are a deliberative process by which people settle their differences through an acceptable agreement to both parties to co-exist without argument and dispute in the workplace.

Strives to influence the outcome of any negotiation process positively.

Uses great verbal communication abilities to try to pass ideas across in a clear manner.

2

MANAGING REMOTE TEAMS: Managing Remote Teams is working under no physical supervision from your manager or supervisor while staying on task and communication to report on the daily progress.

Remains transparent in order to help team members understand the goals they are working towards and their importance to the success of the company

Spends time developing the right processes that lay a foundation for remote teams to work effectively and successfully

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.

Has a strong personal goal orientation that inspires fellow employees to follow suit

Works with individuals who show signs of weakness to help improve their capability

3

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Easily adjusts priorities, activities, and attitude to meet new deadlines and information and to achieve objectives

Quickly bounces back from setbacks, and maintains a head high positive attitude

3

CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues.

Uses vivid diagrams, analogies, and other simple means of data presentation in order to help other colleagues understand complex new ideas

Understands the impact of changing customers' needs to the future of the company

2

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.

Uses clear measures, such as timelines, cost, quality, quality, etc., at all levels in order to manage performance effectively

Breaks down complex goals into smaller and manageable chunks and delegates the chunks to the team members for easier accomplishment

3

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Performs own tasks as early as possible in order to have time to devote to unexpected or last minute responsibilities

Uses appropriate tools to check and ensure that all parts of a task or project are complete before submission

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

Creates a team using the right set of skills, trains the members on the project at hand, delegates responsibility, and promotes support and interaction

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.

Reviews the participants list during a meeting to ensure most of the important participants have attended

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

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?

Can you describe an instance where you served an irate customer? What did you do?

[employee comments]
NEGOTIATION SKILLS:

How well can you rate your negotiation skills? Explain your answer.

Have you ever lost your temper while negotiating with someone and what was the outcome?

[employee comments]
MANAGING REMOTE TEAMS:

What systems or applications do you use to monitor your team's work and to enable effective communication between remote employees?

How do you make sure that your remote workers use technology for work purposes only other than for personal gain?

[employee comments]
DEVELOPING OTHERS:

Are you a fast learner and can you impart what you learn fast enough?

Do you rely on personal knowledge or do you get more knowledge from others?

[employee comments]
ADAPTABILITY:

Do you prefer an environment with a structured routine or one with new experiences?

Give a situation where you had to present to a group of clients with little or no preparation. What challenges did you face?

[employee comments]
CONCEPTUAL THINKING:

Describe a time when you identified customer's needs on a particular project. What resources did you call on to help?

Can you describe a time when you anticipated the future and made changes to current responsibilities and operations in order to meet future needs?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Describe one of the greatest accomplishment in your career life. What are some of the challenges you faced along the way?

Is there a time when you were working on an important goal, but then you realized that you couldn't achieve it when you were already halfway done? What did you do?

[employee comments]
MANAGING DETAILS:

Describe a project that demanded accuracy from you. How did you go about it and what are some of the challenges you faced?

What are some of the things you have done or skills you have acquired to improve your ability to manage details at work?

[employee comments]
PROJECT MANAGEMENT:

What methods have you used to find out where a project has been, where it is currently, and where it is going?

Describe the full project life cycle. How have you used the cycle to manage your projects effectively?

[employee comments]
MEETING MANAGEMENT:

What efforts are you making to gain more knowledge about effective meeting management skills?

What efforts are you making to ensure all meetings have a clear agenda?

[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:

Related Articles