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

A personal computer network analyst designs and implements networks such as intranets, extranets, LAN, and WAN for individual clients. He/she analyzes and plans networks for personal computers to develop an integrated workstation.

Other tasks include modeling networks and using the models to explain to clients about their effectiveness. He/she also projects network needs upon increased growth in the future and they work with the client to find a network that allows expansion. He/she is also responsible for developing security measures for the networks he/she develops for clients. They may also participate in researching hardware and software required for the networks. Finally, they recommend the most effective and reliable network components

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.

Uses team playing skills to assist other employees in meeting their customers? demands.

Great at following up with clients and makes sure they are updated on matters relating to their transactions.

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.

Prepares adequately well before delivering that all-important speech before others.

Shows great skill when using tonal variations in speech and tries to balance it.

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

Takes on more work than one needs to and helps other employees with their work when one can

2

ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc.

Always achieves excellence in the end results as required by the company

Always reliable, timely and efficient in making difficult work related decisions

3

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.

Enjoys working with equipment that is involved learning new tricks on how to operate them

Always the first choice whenever a person is required to perform new technology tasks

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.

Talks to oneself kindly, and encouragingly instead of beating oneself up for making mistakes

Smiles in order to relieve stress, feel more relaxed and appear composed to others when talking to a group of colleagues

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.

Reflects and writes down specific benefits and reasons for accomplishing a certain goal in order to make the goal more realistic

Keeps the list containing own goals in a place where one can frequently reference them in order to stay motivated

2

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Gives new employees a clear sense of the company's core business strategy as well as an understanding of its products and services

Sends out surveys and asks clients for feedback in order to identify the clients' needs and work towards providing these needs

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.

Encourages use of creative approaches of holding meetings and shows willingness to leave room for creativity

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

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.

Demonstrates awareness on how to install and configure most products

Shows willingness to understand industry trends, terminologies, and concepts surrounding a product

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

Have you ever tried to copy somebody else's way of talking and how did it turn out?

[employee comments]
INSPIRING OTHERS:

What are some of the books you have read, places you have been or things you have done that have inspired you the most?

Is there a time when you have had difficulties getting a colleague to accept your advice? What was your approach?

[employee comments]
ORIENTATION TO WORK:

How well do handle pressure and stress in the workplace?

How do you deal with office confrontation and do you feel justice has been served right?

[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 took on a task or project you considered out of your comfort zone? How did you feel?

Have you had times when others questioned your ability to handle a certain task? How have you handled such situations?

[employee comments]
REALISTIC GOAL SETTING:

Describe step-by-step, how you go about setting your goals. How do you determine your goals' requirements?

Is there a time when you felt that you did not have what it takes to achieve your goals? How did you deal with this?

[employee comments]
QUALITY OF WORK:

What are some of the programs you have initiated, if any, to train new employees on the company values and standards?

What courses, if any, have you taken to improve the quality of service you give to your customers? How has this benefited your company?

[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]
PRODUCT KNOWLEDGE:

What efforts are you making to understand how a product compares to rival products?

How often do you adhere to procedures and policies that guide products and services?

[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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