Use this step by step explanation to craft a good employee performance feedback review for a database administrator. Find the right words with quality phrases.
A Database Administrator is assigned the primary role of overseeing the development and management of all databases within a company. They will normally ensure that all databases are secure and facilitate the easy access to the databases when needed. In addition to that, they will ensure effective and efficient use of all the available databases.
Besides that, they will be assigned other roles that will not be limited to; configuring all databases, develop database security and backup procedures, set user privileges for all the databases, troubleshoot database system when any problem arises, perform database modification and upgrade and ensure all organizational data is secure.
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 |
|---|---|---|
| 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 pressure well and always tries to keep cool when there is panic. Knows how well to summarize the talk and does not speak for too long. | 2 |
| 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. | Always asks the right questions and raises any relevant issue when necessary. Tries to be accommodative of other people's views and accepts them easily. | 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. Ensures that all the client problems are sorted and that the client is satisfied at the end of it all. | 2 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Delivers negative feedback in a tactful and assertive manner yet in a straightforward way Constantly offers praise for jobs well done in order to reinforce positive behavior and boost morale of the employees | 2 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Maintains the highest levels of personal integrity that make them admirable Builds an environment of dependability and trust around the workplace | 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. | Carries a productive attitude that does not change even in unpleasant situations Seeks opportunities to show others what can be done with ease and what needs much work | 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. | Talks to employees in all departments to find out what is working well, what needs fixing, and what is completely broken Analyzes threats, opportunities, strengths, and weakness of the company in order to determine how to go about setting long-term goals | 3 |
| 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. | Makes decisions for project members, sets achievable goals, maintains a positive outlook and provides constructive feedback Creates a team using the right set of skills, trains the members on the project at hand, delegates responsibility, and promotes support and interaction | 2 |
| ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change. | Tries the best to ensure the business is focused on the customer Takes part in events involving the community that supports the business venture | 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 Understands the importance of being familiar with computer security issues | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PUBLIC SPEAKING: How well do you engage your audience while giving a talk? How well do you manage your nervousness and tension before you give a talk? | [employee comments] |
| PROBLEM SOLVING: How well do you accommodate other people ideas and opinions when trying to solve a problem? Are you in most cases conversant with what the problem is before you solve it? | [employee comments] |
| TROUBLESHOOTING: Give an instance you had to troubleshoot a problem, and you succeeded. What did you do? Give an instance you handled a task with so much uneasiness and a restless mind and what was the outcome? | [employee comments] |
| GIVING FEEDBACK: Describe the most difficult performance review you have handled. What made it difficult and how did you go about it? When do you give positive feedback to your employees or subordinates? Give an example of the last time you did | [employee comments] |
| DEPENDABILITY: Do you give excuses instead of doing what is right? Do you finish all your projects and tasks within the allocated time? | [employee comments] |
| WORK ATTITUDE: Do you allow others to air their opinions or give you new ideas you can implement? How do you handle workplace stress and work related pressures? | [employee comments] |
| LONG RANGE PLANNING: Who do you involve when deciding on a long-range plan for your company and why? 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 have you used to find out where a project has been, where it is currently, and where it is going? What is the greatest challenge you faced on your last project? How did you overcome it? What lesson did you learn? | [employee comments] |
| ENTREPRENEURIAL THINKING: What efforts are you making to become more involved with the community that supports your venture? What are some of the things you are doing to improve your business and marketing skills? | [employee comments] |
| COMPUTER SKILLS: What efforts are you making to improve your typing speed and accuracy? Have you ever tried to use different versions and types of computer operating systems? Did you learn anything new? | [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: |