Use this step by step explanation to craft a good employee performance feedback review for a software development engineer. Find the right words with quality phrases.
A Software Development Engineer has the major role in developing information systems by designing, developing, and installing software solutions. He/she develops the various channels through which software functions will work and will also recommend which products to be purchased and how they will be tested to ensure they are of high quality and durable.
In addition he / she performs the following roles; design and modify software programs, install software applications and operating systems, perform systems tests, develop software solutions for the clients, protect the client's or organization's confidential information, conduct system analysis, recommend any change or solutions that needs to be made and document and present all data and information in a clear and understandable manner.
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 |
|---|---|---|
| PROBLEM SOLVING: Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships. | Has an inquisitive nature and tries to analyze all that is happening around. Shows strong level-headedness when assessing situations and coming up with solutions. | 2 |
| TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system. | Exhibits good knowledge of the equipment interface and uses it well in troubleshooting. Knows how to establish and maintain personal networks and relationships that are useful in troubleshooting. | 2 |
| MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups. | Focuses primarily on own strengths in order to complete tasks or projects and feel more successful on the job Changes up own routine with a new, fun hobby in order to release tension after work | 2 |
| 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. | Establishes clear and challenging short and long term goals and encourages others to meet the target Sets goals that are accompanied by well-designed action plans that everyone can use | 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 that a person is committed to developing new skills that help improve the company Watches to see whether or not a person is able to remain calm and composed when facing a difficult situation or when under pressure | 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 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Encourages team members to put extra effort in taking part in training sessions Prepares for training sessions ahead of time in order to understand most of the content that trainers are giving | 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 Demonstrates an above average typing speed when using word processors accompanied with above average accuracy | 2 |
| PROGRAMMING SKILLS: Programming Skills is the ability to use technical languages, tools, and operating systems professionally in the workplace. | Meets most deadlines when designing programs and makes an effort to work under pressure Shows willingness to work in a team when designing complex programs | 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. | Encourages colleagues to undergo training in new areas of expertise and to share their knowledge with others Demonstrates basic understanding of coding and programming and can design simple programs | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PROBLEM SOLVING: Give an instance you solved a problem, and it was successful. How well are you keen on everything that is happening around you? | [employee comments] |
| TROUBLESHOOTING: How well do you consider the possible alternatives before solving a problem? Have you ever been given feedback and you implemented it? How was the result? | [employee comments] |
| MOTIVATING OTHERS: What types of tasks or projects do you enjoy doing the most? Why? What qualities do you prefer in a supervisor? Can you describe a time when you worked with someone like this? | [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] |
| 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] |
| 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] |
| TRAINING OTHERS: What efforts are you making to apply skills learnt in training session to advance your skill set and career? How often do you encourage team members to share concepts learned in training sessions? | [employee comments] |
| COMPUTER SKILLS: How often do you seek for assistance when faced with a challenge when using a computer service? What efforts are you making to learn how to install different types of operating systems? | [employee comments] |
| PROGRAMMING SKILLS: Can you describe your experience with using cross-platform programming languages? Can you explain your approach when creating a new program? Which steps do you follow? | [employee comments] |
| TECHNICAL SKILLS: Can you describe a time when you saved time by applying your technical skills to automate a process? Have you ever failed to follow technical instructions when using a new system? What did you do to improve? | [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: |