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

A chief executive officer is tasked with the main responsibility of ensuring the overall success of an organization. He/she has the ultimate authority when it comes to the final decision-making process within the organization. He/she offers the leadership required to stir the organization in the right direction in meeting its objectives.

Other duties he/she can perform include; seeking advice from the broad of directors regarding various issues, formulating and implementing the strategic plan designed to give the organization direction as well as communicating and executing the company's vision and mission and evaluating the success of the organization from time to time.

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.

Tries to improve on a daily basis on how to perfect the art of public speaking.

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

2

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Compares the leadership potential and personal commitment of different project team members when choosing a project manager

Avoids snap judgment and decisions; takes the time to jot down potential solutions to situations before making a call

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.

Provides ongoing feedback and learning opportunities to the employees in order to develop their ability to perform and contribute to the company

Identifies both the internal and external politics that impact the company processes and acts accordingly

2

LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place.

Has a high marginally functional department that is converted into a highly productive team

Structures the assignment and projects to further strengthen teamwork among the employees

3

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

Seeks to do the more challenging tasks and does them well

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.

Regularly exercises in order to let anger out of the system and enhance mood

Focuses on working towards happiness and betterment rather than just "getting by" each day

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.

Understands one's own strengths and weaknesses, and is able to handle and learn from constructive criticism

Uses awareness of one's own emotions and the other colleagues' emotions in order to manage interactions successfully

3

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

Periodically thanks one's employer for being chosen to participate in a new team project or for the opportunity to work at the company

Looks for solutions instead of griping about problems; comes up with suggestions about ways to make things better and run smoothly

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

Keeps goals close by writing them in a journal in order to stay focused even when one lacks personal motivation

2

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Shares high-level objectives with team members in order to ensure that each individual is in alignment with the company's vision and mission

Looks for people who have already accomplished similar goals, learns what they have done, and follows their steps towards accomplishing own goals

2

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

Give an instance you delivered a speech and how do you feel you performed

Do you normally talk about all your intended points and how do you manage your time on stage.

[employee comments]
JUDGMENT SKILLS:

Can you give two examples of situations where you have used logic and good judgment in solving a problem? How did you go about it?

In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines?

[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?

Is there a time when you have been a mentor to another aspiring manager? How did you go about creating that relationship?

[employee comments]
LEADERSHIP SKILLS:

Do you lead others where you are not willing to go?

Do you reprimand your employees or discuss situations with them?

[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?

Can you think of a time when you got depressed because you felt the workplace was not a good fit for you? How did you cope with that?

[employee comments]
EMOTIONAL INTELLIGENCE:

What is your greatest strength? How do you make sure your colleagues benefit from your greatest strength?

Have you ever had a dispute with a colleague or client? What steps did you take to deal with the situation?

[employee comments]
ENJOYMENT OF THE JOB:

How do you maintain enjoyment of the job after experiencing a setback on your way to achieving your goals?

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:

After setting your goals, how do you keep track of your progress? What do you do when you realize that you have done less than you expected?

What is one thing you have done in the past that has demonstrated your willingness to work hard?

[employee comments]
GOAL AND OBJECTIVE SETTING:

What is one of the major goals that you have set for yourself recently? How are you planning to achieve it?

Describe some of the factors that you consider when setting your goals and objectives. How have these contributed to your success in the goal setting process?

[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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