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

An applications analyst has the primary role of developing and designing computer applications as well as providing technical support on an application. He/she designs applications to meet the objectives of the organization by developing the specifications of the applications, identifying the inputs required and formatting an output that meets the needs of the users.

Other tasks include ensuring the designs are comprehensive and efficient by combining mathematical model building, data modeling, information engineering, and sampling; assess the feasibility of implementing a proposed technological solution by preparing return on investment and cost-benefit analysis; coordinating the application tests to ensure they are of the required performance as well as investigating errors, diagnosing problems and suggesting 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

PUBLIC SPEAKING: Public Speaking though closely related to presenting differs in that it is the process of performing a speech before a live audience with the purpose of informing, persuading or entertaining.

Handles well any unexpected issue that might arise during the talk.

Has a good knowledge of understanding and speaking a wide array of languages.

2

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Addresses underlying causes of low participation; finds out why a group member is not fulfilling the assigned role or barely attending meetings

Develops a vision statement that reiterates the importance of collaboration, shared values, and inclusion in the workplace

2

EMOTIONAL INTELLIGENCE: Emotional Intelligence is the capability to identify your emotions, understand what they are telling me and realize how the feelings are affecting you and the people around you.

Explains tough situations in a proper and professional way that is clear to the rest of the team members

Takes responsibility for one's own actions; apologizes quickly after hurting someone, walks away from arguments and forgives others rather than giving into feelings of resentment

2

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Prepares for any contradictions by practicing own pitch and giving it a thorough evaluation before meeting the person one wants to persuade

Puts oneself in the other person's shoes in order to understand the other person's feelings, motives, and situation better and build trust

2

PROBLEM/SITUATION ANALYSIS: Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down.

Finds a more positive side of the situation and focuses on it in order to reduce the situation's negative emotional impact

Tries to form own goals in the sense of actions one can take to achieve the desired goals

2

SELF-DISCIPLINE AND SENSE OF DUTY: Self-Discipline and Sense of Duty is an active effort which helps in developing set ways for your thoughts, actions, and habits empowering your to stick to your decisions.

Holds oneself accountable and refrains from blaming others or coming up with excuses when something doesn't turn out as expected

Trains oneself to do what one knows to be right even when one does not feel like doing it

2

USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it.

Perceives oneself and others in a positive manner and always looks to see the best in others and oneself

Tracks own time and writes everything that needs to be done down in order not to miss an important commitment

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.

Promotes off-site meetings that can enhance the energy of participants due to changes in scenery

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

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.

Shows willingness to learn how to create, use, and troubleshoot computer networks

Demonstrates an above average typing speed when using word processors accompanied with above average accuracy

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

Makes enough effort to enhance the ability to operate a wide range of devices and machines

2

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

What was your favorite talk and how did it rate among your audience?

How well are you conversant with speaking different languages that suit different types of audiences?

[employee comments]
COLLABORATING WITH OTHERS:

Can you describe a situation where you had to compromise or help others to compromise? What steps did you take?

Can you describe a project you were working on, that required input from people in different departments or at different levels of the company? How did you go about it?

[employee comments]
EMOTIONAL INTELLIGENCE:

What is one thing that makes you frustrated or angry at work and what do you do when that happens?

Why is it so important to build trust and rapport with colleagues? How do you develop the two in the workplace?

[employee comments]
PERSUADING OTHERS:

Can you describe a time when you have used facts to convince a customer to buy your products or services?

Can you describe a time when you have successfully influenced your team members to embrace change? How did you go about it?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

Your manager wants to buy a program that will improve the customer service and asks you for a recommendation. How would you reply?

Describe the most difficult situation/problem you have ever solved. What steps did you take to diagnose it and what was the outcome?

[employee comments]
SELF-DISCIPLINE AND SENSE OF DUTY:

Describe a task that required you to remain self-disciplined from the start to the end. How did you manage it?

Describe a time when you have been able to juggle multiple important projects due to your ability to remain self-disciplined. What challenges did you face and how did you overcome them?

[employee comments]
USING COMMON SENSE:

What have you done to improve your ability to use common sense at work?

How do you go about making decisions? How do you calculate your next action when solving a problem?

[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]
COMPUTER SKILLS:

What efforts are you making to improve your typing speed and accuracy?

How often do you backup computer data and which data backup techniques do you use?

[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

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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