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

A systems analyst has the primary role of using information technology to solve business problems by analyzing, designing and putting into service information systems. He/she assesses whether information systems are suitable based on their intended outcomes and liaises with programmers, end-users and software vendors to achieve these goals.

Duties associated with this role include identifying the improvements needed in the organization, designing systems to effect these changes and training users. He/she may develop cost analysis, design considerations, and set implementation timelines; plan the system flow; assist programmers in system development; designing components in the system development process and furnishing the developer with the information and liaise with the software architect to help in understanding the limitations of the software.

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

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Cultivates good relationships with the people in one's company and treats them with courtesy, respect, and kindness

Remains calm and composed even when facing difficult situations or working under pressure

2

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Defines or redefines the company's mission in order to enable the key people to share the same view of the company's philosophy, goals, and future direction

Always has objectives, timelines, a budget and the right people to develop an effective strategic plan

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

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.

Maturely reveals one's own emotions and exercises restraint and control when needed

Is an effective listener; always shows willingness to listen and understand colleagues objections

3

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Is highly organized; plans effectively in order to avoid confusion when running different projects or performing tasks

Avoids overloading oneself with last minute deadlines and large simultaneous projects

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

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

Plans what one intends to say before one does so and then delivers it with conviction and confidence

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.

Breaks down large goals into manageable parts in order to stay focused and keep one from being overwhelmed

Looks at the personal obstacles that one has overcome in the past in order to step out and stand up to do the right thing

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 follow up on a meeting and documents most of the responsibilities and tasks assigned

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.

Demonstrates willingness to learn how to install, use, and troubleshoot computer software

Shows willingness to learn how to use computer aided design technologies to create technical illustrations

2

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF JOB:

What steps have you taken in the past to adjust your style when it was not meeting a project's expectations?

Can you give two or three examples of times when you have worked with groups of people to accomplish tasks? What was your role?

[employee comments]
STRATEGIC PLANNING:

What are your long-term and short-term goals? What have you done to achieve them effectively?

Can you describe the techniques or methods that you have used to develop a strategic plan for your company or department?

[employee comments]
WORK ATTITUDE:

Are you focused on doing a thorough work on all tasks assigned without any complaint?

Do you give your work a personal touch that people can put know you did it?

[employee comments]
EMOTIONAL INTELLIGENCE:

What is your greatest weakness? Can you give situations when your weakness was tested in the workplace?

Is there a time a colleague came to you with a problem? How did you respond?

[employee comments]
ATTENTION TO DETAIL:

Describe a time when you were confused by a client's request. What process did you use to clarify things?

What tools/techniques do you use to check your work? Why do you use these tools/techniques?

[employee comments]
PERSONAL COMMITMENT:

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

Is there a time when you faced challenges when working on a project? What did you do to remain determined to finish the project?

[employee comments]
PERSUADING OTHERS:

Is there a time when you have had to persuade a group of managers to accept your proposal or idea? How did you go about it?

In your opinion, which is the best time to persuade others? Explain your answer

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

How do you know when your behavior is about to get out of track and how do you regulate it? Describe a time when this happened

Describe one time when you have worked the hardest. What motivated you to work hard and what was the outcome?

[employee comments]
MEETING MANAGEMENT:

What are you doing to ensure that you start and end meetings as scheduled?

What efforts are you making to ensure all meetings have a clear agenda?

[employee comments]
COMPUTER SKILLS:

What are you doing to improve your knowledge in installing, using, and troubleshooting computer software

Have you ever tried to use computer aided design techniques and failed? What did you do to succeed?

[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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