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

A chief diversity officer is responsible for dealing with issues of diversity in any organizational setup making it a first priority agenda. He/she works with other senior management officers to establish partnerships with other institutions or to develop programs and policies that can help bring about diversity within the organization.

Other than that, he/she can perform duties that include; providing proper leadership for diversity issues within the institution, guiding efforts that help define, nurture, and cultivate diversity as an institutional resource as well as ensuring that the institution has the proper capacity to deal with a wide range of diversity issues.

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.

Does not force ideas and views onto other people and coerce them into accepting them.

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.

Analyzes the problem by researching and requesting evidence from people who have identified the problem or worked on it

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

2

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Fosters an inclusive workforce where employees' differences and diversity are valued and leveraged to achieve the mission and vision of the company

Develops new insights into situations, encourages new ideas and innovations, and designs new programs/processes to help run the company effectively

2

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Extremely well mannered, treating everyone with the dignity and respect they deserve

Gives credit where it is due to anyone without showing any favoritism

3

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Obtains the required training and trains others to grow their prowess

Always willing to help where major decision making may be required

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

EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched.

Able to recognize what brings anger and gets prepared to remain calm should the situation occur

Gets emotional support from coworkers and friends when emotions get out of control

3

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

Chooses arguments and considers what is worth arguing about and what is not, and gives up any urge to punish or seek revenge

2

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Takes an introspective look at one's own performance, production ability and how well a task is completed and works to improve on the weak areas

Volunteers for new projects and makes new goals which one is excited to tackle, rather than hiding under the desk

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.

Finds meaning and passion behind the mission one is pursuing in order to stay focused

Takes one step at a time; refuses to miss a task assigned to oneself no matter what is happening in one's life

2

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

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

Give an example you delivered a long speech and how did you rate your audience regarding their participation?

[employee comments]
DECISION MAKING:

Describe a time when you have had to be relatively quick in coming to a decision. What was the outcome?

What is one of the most difficult decisions you have made in the last six months? What made it difficult and how did you go about it?

[employee comments]
MANAGING AT TEAM:

Is there a time when you have decided to reorganize a department that you lead? How did you proceed with the process?

What are the two most important values that you demonstrate as a manager? Describe a time when you have demonstrated these values in the workplace

[employee comments]
TEAM BUILDING:

Should you take a more active role and contribute more to your future teamwork?

Do you easily cooperate with others when asked to or do you follow your own ideas without submission?

[employee comments]
DEVELOPING OTHERS:

Do you have the expected experiences and knowledge to share with others?

Do you rely on personal knowledge or do you get more knowledge from others?

[employee comments]
WORK ATTITUDE:

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

How do you handle workplace stress and work related pressures?

[employee comments]
EMOTION MANAGEMENT:

What strategies have you taken in the past to prevent a situation from becoming too stressful for you to handle?

How do you ensure you have a comfortable and relaxing work space that feels more at home?

[employee comments]
EMOTIONAL INTELLIGENCE:

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

Can you describe a time when understanding your colleague's perspective helped you resolve an issue or accomplish a task?

[employee comments]
ENJOYMENT OF THE JOB:

Describe a time when you felt your work was unmanageable and were unable to meet deadlines. What did you do about it?

Can you describe a time when you made a suggestion to improve the work in your department? What was the outcome?

[employee comments]
PERSONAL COMMITMENT:

What are some of the habits that distract you at work? What have you done to get rid of those habits and stay focused towards achieving your goals?

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]

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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