Use this step by step explanation to craft a good employee performance feedback review for an information security specialist. Find the right words with quality phrases.
An information security specialist is tasked with the responsibility of safeguarding information systems by way of identifying and solving security system problems. He/she will guarantee the protection of the organization's systems through defining access privileges and control structures. The specialist will also be tasked with maintaining quality service by observing organizational standards.
In addition to that, he or she will also get to handle the following tasks; determining any security flaws, develop security patches when needed, reporting any security violation, perform system updates, participate in security related forums like workshops, organize and handle training on security protocols and preventing data loss by observing firewalls and switches.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
|---|---|---|
| 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. | Listens to counsel regarding set goals and lays down the best strategies to meet them 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. | Constantly chases learning opportunities to become better making operations easier Requires only a little guidance to work on a new responsibility | 2 |
| 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 that a person is committed to developing new skills that help improve the company Looks at how consistent a person is in finding new effective ways to perform tasks or solve issues | 2 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Avoids looking at a person up and down so that they don't notice that something is up Pays attention to how a person looks after having a conversation in order to get a baseline reading of the person | 3 |
| 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. | Sets an example for colleagues who don't have the experience and confidence to go through the difficult times Identifies which personal strengths will aid in achieving one's goals and connects each personal strength with a specific development activity | 3 |
| 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 Contributes to the discussion and allows for minimal off-topic discussions | 2 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Acknowledges the importance of training and puts extra effort to concentrate during training sessions Makes effort to evaluate the outcomes of a training session | 2 |
| COMPUTER SKILLS: Computer Skills are the necessary computer working skills that each employee need to have while seeking to get admitted into the professional world. | Understands the benefits of backing up computer data on a regular basis to an external storage device Understands the basic steps of installing common operating systems and shows willingness to learn more about file management | 2 |
| PROGRAMMING SKILLS: Programming Skills is the ability to use technical languages, tools, and operating systems professionally in the workplace. | Demonstrates willingness to follow and learn the latest trends in programming Demonstrates willingness to learn more about using programming languages to edit and query data in database management systems | 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 |
|---|---|
| DEVELOPING OTHERS: Do you consult the rest of the management before you make decisions? Does the management count on you to deliver profitability in the business? | [employee comments] |
| PHYSICAL ABILITIES: Are you willing to help out in tasks that require manual strength Are you keen to check every detail at the start and close of every day? | [employee comments] |
| EVALUATING OTHERS: Describe a time when you have had to deliver negative feedback to a colleague. How did you make sure not to hurt their feelings? How do you think a company benefits from regularly evaluating its employees? | [employee comments] |
| MONITORING OTHERS: What techniques have you used to monitor employees? Describe how monitoring others have helped improve your company's productivity 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] |
| PERSONAL COMMITMENT: What do you use to plan your tasks? Is there a time when you missed an appointment due to lack of proper planning? When is the last time you took a project that demanded a lot of personal commitment? What did you do to remain committed to accomplishing it? | [employee comments] |
| MEETING MANAGEMENT: Were there any times you failed to assign roles to participants in a meeting? How did you correct the situation? What are you doing to ensure participants remain focused throughout a meeting? | [employee comments] |
| TRAINING OTHERS: How often do you participate in specialized training and what efforts are you making to look for more training opportunities? How often do you encourage team members to share concepts learned in training sessions? | [employee comments] |
| COMPUTER SKILLS: What efforts are you making to become more familiar with different computer hardware components? Have you ever tried to use different versions and types of computer operating systems? Did you learn anything new? | [employee comments] |
| PROGRAMMING SKILLS: How do you handle errors in your code when a program fails to execute? Can you explain how your favorite program works in layman's language? | [employee comments] |
| TECHNICAL SKILLS: Can you describe a time when you saved time by applying your technical skills to automate a process? 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: |