Use this step by step explanation to craft a good employee performance feedback review for an information security analyst. Find the right words with quality phrases.

An Information Security Analyst has the overall responsibility to provide computer security solutions from time to time by finding possible security threats and vulnerabilities. They are in-charge of developing security strategies and implementing them in accordance with the company's standard procedures. They make use of their advanced computer security knowledge and skill set to help undertake their role.

Besides that major responsibility, other duties include troubleshooting and remedying any possible threat and vulnerabilities, protect all computer assets, configure computer security tools and related software, monitor and review daily computer logs and traffic, offer technical support and training in relation to computer security and document all computer security threats, risks, and solutions.

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.

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 commitment to the negotiation process and ensures that a deal is brokered in the end.

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

2

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Consults other employees, if necessary or useful, for bigger and complex decisions or where there are several options

Avoids snap judgment and decisions; takes the time to jot down potential solutions to situations before making a call

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.

Volunteers for a task or project that feels like a stretch but matches one's own interests

Always has a positive attitude and tries as much as possible to cut the negative self-talk

2

CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results.

Does everything possible to make sure that one's performance is steady and strong, regardless of the situation

Consistently outperforms other employees because of one's excellence in priority setting, planning, and execution

3

EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Looks for evidence of a person persisting and never giving up in spite of difficult situations

Looks at how consistent a person is in finding new effective ways to perform tasks or solve issues

2

PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.

Gives up more comfortable and confident options and takes a more challenging path while in order to achieve one's goals

Finds an emotionally charged reason to commit and move through any pain, adversity, and apathy that arise as a result of the set goals

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.

Allows for some few minutes before starting a meeting to ensure most participants have arrived

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

2

TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually.

Makes effort to gain more knowledge on how to operate modern electronic devices

Puts effort in learning how to use modern computing power to assist in making better decisions

2

TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace.

Seeks for assistance when solving complicated problems and does not shy away from new challenges

Understands how to follow technical specifications when designing new systems

2

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Who is the greatest orator that you admire and why do you admire them?

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

[employee comments]
NEGOTIATION SKILLS:

Give an instance that you managed to negotiate on something. What was the result?

Explain an instance that you hit a dead-end in a negotiation process. What did you do to reach a conclusion?

[employee comments]
JUDGMENT SKILLS:

Is there a time you have made a difficult decision? How did you handle the feedback? Is there a way you could have handled the situation differently?

Is there a time when you have made a terrible mistake due to poor judgment? What was the mistake? How was it fixed?

[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?

Do you feel full of self-confidence or do you wish you had more of it?

[employee comments]
CONSISTENCY AND RELIABILITY:

Is there a time that other employees' actions negatively impacted on a task for which you were responsible? What did you do?

Describe a time your workday ended before completing a task. Did you end up finishing the task? How did you do it?

[employee comments]
EVALUATING OTHERS:

Describe a time when you went into a performance review without preparation. How did it go?

In your opinion, do you think evaluating a person can give an adequate reflection of their character?

[employee comments]
PERSONAL COMMITMENT:

Describe a time when you did not deliver your promise. What was the promise? How did you fix the situation?

Describe a project that was implemented because of your personal commitment. What was your role in the project?

[employee comments]
MEETING MANAGEMENT:

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

What are you doing to ensure participants remain focused throughout a meeting?

[employee comments]
TECHNOLOGY SAVVY:

How often do you seek for assistance when faced with challenges related to installing, using, and troubleshooting computer software?

How often do you encourage colleagues to use computers to execute repetitive, multiple, and complex tasks more efficiently?

[employee comments]
TECHNICAL SKILLS:

What are you doing to improve your ability to troubleshoot and maintain basic devices and machines?

How often do you train others in your area of expertise and how often do you share your knowledge?

[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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