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

An IT support manager supervises and leads the IT support staff ensuring that the department performs its functions accordingly. He/she participates in the repair and maintenance of software and computer system and also oversees the procurement and installation of new IT equipment.

Other responsibilities include coordinating training for new employees so that they can become familiar with the technology or equipment and ensure that all the users gain from the utilization of technology and internet. He/she also plans and organizes support, repair, and troubleshooting of IT equipment, tracks online security vulnerabilities and provides directives on the most effective measures. Finally, they oversee the training and education of the department staff based on the knowledge and skills needs.

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.

Refrains from speaking too often or having the urge to interrupt others while they speak.

Finds out if the other person understands what is being discussed during a conversation and explains unclear issues.

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.

Exudes a great wealth of knowledge and present concrete facts while negotiating.

Shows willingness to compromise when the deal seems not to be going through for the interest of parties involved.

2

PROBLEM SOLVING: Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.

Always asks the right questions and raises any relevant issue when necessary.

Creates opportunities to evaluate and implement the decisions that are arrived at properly.

2

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Recognizes employees who go above and beyond the call of duty to get things done, in order to encourage them to continue working hard and incentivize others to take the initiative

Does not judge people when they make mistakes; sympathizes with them and lets them know that one understands that the mistakes they made were only human

2

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Makes sure that employees are recruited, selected, appraised and rewarded appropriately and takes action to address performance problems

Develops networks across boundaries in order to build strategic business relationships and achieve common goals

2

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Maintains the highest levels of personal integrity that make them admirable

Builds an environment of dependability and trust around the workplace

2

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.

Is not shy to ask questions when feeling uncertain or insecure and uses the information to perform tasks efficiently

Trains oneself in order to avoid feeling ill-equipped and hesitant at work due to lack of proper knowledge

3

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Takes note of a person's reaction the moment they are given a piece of news in order to understand their true thoughts and feelings

Keeps employees accountable by regularly having conversations about how their goals are progressing

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.

Establishes criteria for success in order to make it easier to track the goals' progress and know when one has achieved them

Brainstorms as many obstacles as one can and writes them down in order to develop a sense of how realistic a goal is

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 a product can be integrated with or connected to other things

Makes effort to carry out research on customer experience offered by the products

2

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

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

How do you respond to feedback and criticism and do you encourage people to give you feedback and citric your speech?

[employee comments]
NEGOTIATION SKILLS:

Have you ever compromised to help reach an acceptable solution?

Have the results of any negotiation process gone against your expectations?

[employee comments]
PROBLEM SOLVING:

How well do you accommodate other people ideas and opinions when trying to solve a problem?

Do you involve other people when trying to solve any particular problem?

[employee comments]
INSPIRING OTHERS:

Describe a time when you have had to give inspiration to a colleague who was constantly late at work. How did you go about it? Did the person take your advice?

Can you give an example of two people who have really inspired you in life? What has been their impact on your career life?

[employee comments]
MANAGING AT TEAM:

Would you rather that your reporting staff respected you or feared you? Why? How would you inspire both reactions from them?

What are the two most important values that you demonstrate as a manager? Describe a time when you have demonstrated these values in the workplace

[employee comments]
DEPENDABILITY:

Can your manager depend on you to handle tasks without being asked to do so?

Are there areas you have not showed or practiced dependability that you need to change

[employee comments]
SELF CONFIDENCE:

Is there someone who has contributed to your self-confidence? What did that person do to build up your feeling of self-worth?

Are there employees you consider more successful than you? How often do you have contact with them?

[employee comments]
MONITORING OTHERS:

How do you make sure the other person doesn't know you are observing them?

How do you access an employee's accountability? How do you deal with an employee who doesn't deliver their work on time?

[employee comments]
REALISTIC GOAL SETTING:

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

What are some of the things that you have done to improve your ability to set realistic goals?

[employee comments]
PRODUCT KNOWLEDGE:

What are you doing to enhance your understanding of industry trends, terminologies, and concepts surrounding a product?

What efforts are you making to know the customer experience offered by a product?

[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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