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

A senior network architect oversees network designing, integration, and implementation. He/she is supposed to have evident leadership skills and expertise in the field of network design and integration and supports the delivery of IT equipment and solutions by consulting with clients and engaging them in network architecture.

Other responsibilities include assessing, planning, designing, and implementing networks equipment such as firewalls, routing/switching, load balancer, optical, WAN, and LAN. He/she also leads other staff and contributes directions in cloud migration and other network activities and also develops standards and policies for effective and safe running of the networks. Lastly, he/she plans training for the staff regarding new network infrastructure.

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.

Handles complaints and difficult situations with customers with much ease.

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.

Emphasizes on the key vital points of a topic to ensure that the message is well understood by others.

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

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.

Takes a small part of one's day at work to talk and listen to other employees in order to help maintain a positive atmosphere

Expands one's horizons further than before while thinking about the impact one's actions will have on those around

2

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

Leaves blanks spaces in a business card just in case a new contact needs to jot down additional information about what one does

Takes a close look at the resources and network that one already has in place and creates new opportunities from them

2

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Anticipates problems that may arise and quickly develops an effective backup plan

Pays attention to the human resources required for the plan to succeed

2

PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions.

Always give appreciation for contributions and significant achievements by the employees

Consistently encourages the employees to develop and grow their skills to become better

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 AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace.

Remains calm, actively listens and tries to focus on the positive in order to manage challenges and maintain momentum in day-to-day work

Remains confident, energized and enthusiastic in the face of very challenging and prolonged work demands

2

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

Identifies and creates new strategies that will fulfill the changing needs of the customers in the future

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 follow up on a meeting and documents most of the responsibilities and tasks assigned

2

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Do you keep customers informed proactively whether formally or informally to ensure they are knowledgeable about the company?

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

[employee comments]
VERBAL COMMUNICATION:

Have you ever spoken before first thinking over it and it ended up hurting someone? How was the experience?

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

[employee comments]
INSPIRING OTHERS:

People observe what you do more than they listen to how you speak. How do you ensure that your actions inspire others at work?

How do you reward employees whose work exceeds your expectations? Give an example of when this has happened

[employee comments]
NETWORKING:

Describe a networking event that changed your career life. What was the event about? What happened?

What do you do when a client turns you down or shows no interest in what you have to offer? Give two examples of when this happened

[employee comments]
STRATEGIC PLANNING:

What are the steps and methods you have used to define a vision for your position or department?

What factors do you consider when selecting the right people for your strategic planning team?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are the goals you set achievable or do they cause work stress among the employees?

Do you reward employees who are working hard reaching their goals all the time

[employee comments]
PHYSICAL ABILITIES:

Do you stay updated on the new technology that is in the market for the equipment you are working with

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

[employee comments]
SELF AWARENESS:

Are there times when you have been able to avoid negative situations at work? What did you do?

Can you list five things that you have learned about yourself in the last two years, that are relevant to how you work?

[employee comments]
CONCEPTUAL THINKING:

Describe the most complex task you have ever accomplished. What information did you use when handling this task?

Describe a time when you needed to develop and use a complex procedure in order to complete a task. What obstacles did you encounter when handling the task?

[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 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:

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