Use this step by step explanation to craft a good employee performance feedback review for a corporate it network architect. Find the right words with quality phrases.

A corporate IT network architect is responsible for designing, maintaining, and upgrading networks including Local Area Networks (LANs) and Wide Area Networks (WANs). He/she also creates extensions to networks and also evaluates the requirements of a new network such as bandwidth needs, security, infrastructure, and possible expansion

Apart from designing networks and creating extensions, He/she must ensure that the network can allow growth and is also involved in network modeling to inform organizational objectives should growth result in certain changes. He/she advises the management on potential growth, to enable them to develop appropriate upgrades, defines security equipment, and formulates ways of detecting issues before they escalate. Lastly, they maintain a record of the networks they design.

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.

Works well with customers in meeting their needs and solving their problems.

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.

Knows audience well enough and uses the correct language and terms that will suit them perfectly.

Shows great eloquence when it comes to delivering speeches and talks.

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.

Shows great skills and abilities when it comes to wrapping up deals.

Acts soberly when a difficult situation arises during the negotiation process.

2

INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements.

Always looks for ways to create extra value in the work that is done.

Always approaches challenges in a very creative and intelligent way.

3

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Identifies one's goals and focuses on them when having a meeting with business professionals

Attends community functions such as job fairs or local festivals in order to meet new people and get the name of one's company recognized by the community

3

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.

Obtains the required training and trains others to grow their prowess

Always willing to help where major decision making may be required

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.

Leads a team of heavy lifters who run heavy equipment and machines with ease

Provided with many complicated tasks but manages to achieve each quickly

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.

Goes above and beyond; suggests new ideas, clients or products in order to make projects easier or more streamlined

Looks for online courses and attends seminars in order to grow capabilities to counteract any feelings of inadequacy

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 client satisfaction, quantity, cost, quality, and value added to the company, to evaluate success of a goal

Visualizes own goals as already accomplished in order to improve performance, feel motivated and to actually accomplish them

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.

Makes enough effort to provide participants with a written agenda for the meeting in advance

Makes effort to take notes during a meeting and often delegates the task to a note taker

2

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Have you ever anticipated an adverse reaction from a customer? Which measures did you take?

What do you understand by excellent customer service? Explain a time when you offered it.

[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]
NEGOTIATION SKILLS:

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

Have you ever backed out of negotiation process and what was the outcome?

[employee comments]
INNOVATION:

Explain how you go about when solving a problem or an issue?

How well do you work with a group or team to come up with innovative ideas?

[employee comments]
NETWORKING:

How has making new connections improved your professional and personal skills?

What value have you added to the new connections you have made? How do you make them feel part of your team?

[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:

Has the company provided all the protective gear required to handle such tasks?

What areas do you think you need to improve on?

[employee comments]
SELF CONFIDENCE:

Is there a time you interjected a different side of an issue or a different point of view? How did you go about it?

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

[employee comments]
GOAL AND OBJECTIVE SETTING:

Describe a time when your team failed to meet its goals due to an underperforming employee. How did you deal with the situation?

Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do?

[employee comments]
MEETING MANAGEMENT:

Can you think of a time where you invited unnecessary participants? How did you correct the situation?

What efforts are you making to follow up on meetings and document all the assigned tasks?

[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