Use this step by step explanation to craft a good employee performance feedback review for a technical consultant. Find the right words with quality phrases.
A Technical Consultant has the overall duty of ensuring that the company and its clients understand a concept, program or product in the best possible manner by tackling any issue that might be raised. He/she is considered to be very knowledgeable about a particular area and therefore helps people to have a better understanding of the same.
He or she will get to perform other roles and responsibilities such as; testing products and applications to ensure they meet the required standard, perform troubleshooting issues on software, resolve any user related problems, document all process and procedures, attend meeting and seminars, meet with clients to determine their needs and develop appropriate solutions to clients? problems
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 the willingness to change tact whenever the conditions change. | 2 |
| SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds. | Requires all employees to wear protective gear necessary to do their jobs safely in order to prevent exposure to hazardous materials Keeps employees informed about injury and illness statistics, safety inspections, and other safety-related issues | 2 |
| WORK ATTITUDE: Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there. | Has a high positive impact on those around encouraging and motivating them to do their best Always willing to jump in and help with any situation without necessarily being asked | 2 |
| ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task. | Uses different marketing tools such as online survey tools to discover clients' needs Takes short breaks in order to give one a fresh perspective and stay focused throughout the day | 2 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Regularly reviews feedback from the customers in order to know the quality of work a person delivers Checks to see whether a person takes time to work on weak areas after receiving feedback | 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. | Finds meaning and passion behind the mission one is pursuing in order to stay focused Joins professional support groups in order to get all the help one needs to realize own 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 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. | Makes attempts to apply skills learned in training session to advance skill set and career 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. | Seeks for assistance when faced with a problem related to using a computer service Understands the importance of being familiar with computer security issues | 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. | Shows willingness to learn how to work with new systems Shows willingness to learn new technologies and makes an effort to remain updated with technology | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PROBLEM SOLVING: Give an instance you solved a problem, and it was successful. How well do you brainstorm before setting out to solve a problem? | [employee comments] |
| SAFETY AT WORK: How often do you organize safety training programs for your employees? How has this helped the employees and the company at large? Can you describe a time when you missed an incident of serious negligence? What happened? | [employee comments] |
| WORK ATTITUDE: Are you an asset to your company or a strict liability that only causes conflict? How do you handle workplace stress and work related pressures? | [employee comments] |
| ATTENTION TO DETAIL: Do you prefer to work with the "details" or the "big picture" of a situation? Are there times you have made huge mistakes due to not paying attention to details? What happened? | [employee comments] |
| EVALUATING OTHERS: Describe a time when you went into a performance review without preparation. How did it go? Is there a time when you felt you did not get what you expected from your evaluation? Why? What did you do? | [employee comments] |
| PERSONAL COMMITMENT: After setting your goals, how do you keep track of your progress? What do you do when you realize that you have done less than you expected? What is one thing you have done in the past that has demonstrated your willingness to work hard? | [employee comments] |
| MEETING MANAGEMENT: What efforts are you making to gain more knowledge about effective meeting management skills? Which approaches are you employing to hold more creative meetings and do you leave room for creativity? | [employee comments] |
| TRAINING OTHERS: What are you doing to learn new skills and to develop a positive attitude towards complex training sessions? What are you doing to prepare for training sessions ahead of time? | [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 become more familiar with computer security issues and copyright laws? | [employee comments] |
| TECHNICAL SKILLS: What do you to ensure that your technical skills are current? What efforts are you making to learn new technologies and remain updated with technology? | [employee comments] |
Summary |
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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: |