Use this step by step explanation to craft a good employee performance feedback review for a data infrastructure/visualization specialist. Find the right words with quality phrases.

A data infrastructure/visualization specialist is responsible for presenting large amounts of information in ways that can be easily understood by the end user. He or she will make use of the available data visualization tools and software to help communicate the data in a way that the client can comprehend.

Other duties that he or she can also get to handle are; making complex data easily understandable, integrating data to meet the company needs, create effective data delivery for each audience, perform data summarization, develop new strategies and techniques on data visualization, create visualization dashboards for clients and develop interactive data graphic and info graphics for clients.

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

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Sets a date for a review period where one can examine a decision and improve upon it

Supports other employees proposals, during a group's decision-making process, and tries to find ways to make them work

2

PERFORMANCE MANAGEMENT: Performance Management is a method by which supervisors and employees work together to plan, monitor and review the employee's work objectives and overall contributions to the organization.

Allows employees to participate in strategy creation and process improvement in order to make them feel important and improve overall engagement

Monitors the situation closely and provides regular feedback in order to keep the employees on the right track

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.

Certain about capability to get any job done and done well

Seeks opportunities to show others what can be done with ease and what needs much work

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.

Addresses issues in a professional, constructive way, and persuades others to approach issues in the same manner

Makes eye-contact, pays attention to nonverbal clues such as tone of the voice, facial expressions, and posture when having a conversation with a colleague

2

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.

Arms oneself with all the tools needed to accomplish one's goals to avoid getting distracted

Establishes a periodic check-in halfway between the goals in order to determine whether one has done enough or needs to adjust the timeline

2

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Looks at the company as an outsider and reviews its strengths and weaknesses in order to identify areas of opportunity and improvement

Integrates long-term planning into the company budget in order to avoid conflict between the day-to-day finances and long-term financial goals

2

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Keeps abreast of technological change and finds the easiest ways to develop knowledge and new skills needed to undertake new projects

Understands and applies established procedures and policies as well as technical tools and corporate requirements to the project

2

ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change.

Avoids falling prey to naysayers and believes in the business venture

Shows willingness to read reports, books, magazines, and journals that assist in improving business and marketing skills

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 use different versions and types of computer operating systems

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

2

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

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

Do you listen to other speakers and what have you learned so far?

[employee comments]
DECISION MAKING:

Is there a time when you have had to deal with a difficult customer? If yes, explain how you went about deciding on what strategy to employ when dealing with the customer

What techniques have you used at work to ensure that decisions you make are correct and effective?

[employee comments]
PERFORMANCE MANAGEMENT:

Which are your two most important core values that drive you when managing your employees' performance?

How do you help employees set and accomplish goals? What are some of the factors you have considered when setting goals for your employees?

[employee comments]
WORK ATTITUDE:

Do you allow others to air their opinions or give you new ideas you can implement?

Are you emotionally stable or do you flare up in uncontrollable anger?

[employee comments]
EMOTIONAL INTELLIGENCE:

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

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

[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]
LONG RANGE PLANNING:

Describe the most recent long-range plan you have been involved in. What are some of the information you needed to start the process?

Describe the most successful long-term goal that you have accomplished. How did you go about making it a success?

[employee comments]
PROJECT MANAGEMENT:

What methods/techniques have you used to track the progress of a team project? Describe a time when you have prevented a project from derailing

In your opinion, what do you think is the most important quality of a project manager? Explain you answer

[employee comments]
ENTREPRENEURIAL THINKING:

Were there any times where you felt that you were less optimistic than other times?

What have you learned from your past mistakes when executing business ideas?

[employee comments]
COMPUTER SKILLS:

Have you ever tried to create a computer network unsuccessfully? How did you solve the challenges faced?

What efforts are you making to learn how to install different types of operating systems?

[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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