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

The executive director is responsible for overseeing the programs, administration, and the strategic plan of the company. He/she also performs other functions pertaining to research, marketing and social corporate responsibility and always reports to the board of directors of the company on any issues relating to the affairs of the company.

Besides that, he or she can perform the following functions; planning and operation of the company's annual budget, review and approve contracts for services, establish collaboration with other institutions, establish administrative policies and procedures for the company, overseeing boards and committee meetings and any other task assigned by the board of directors.

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 pressure well and always tries to keep cool when there is panic.

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

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.

Chooses own words carefully and restrains from making any demoralizing statements that call the employees intelligence into question

Makes sure that the feedback does not embarrass the other person or make them feel bad about it

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 brings a smile on the face that can tell enthusiasm from afar

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.

Creates healthy dialogues to help bring forward the best solution and demonstrates a sincere appreciation for opposing viewpoints

Uses gentle humor, while explaining things that are difficult to express, without creating a flat

2

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

CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results.

Turns up to work on time, carries out one's tasks without constant supervision and takes breaks only when scheduled

Produces consistent work and applies company policies and business strategies evenly to each assignment and task

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.

Identifies one's goal- its purpose and benefits- in order to stay devoted even during tough times

Shares personal goals with trusted colleagues, who keep one accountable when motivation is low, in order to get back on track

3

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.

Brainstorms the different ways that one can reach the results and draws a specific action plan to achieve them

Sets goals that are tied to the overall growth strategy of the company in order to increase the company's productivity

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.

Understands how financial decisions affect the bottom line; knows about general accounting and financial principles that affect the project at hand

Knows how to create projects' contracts with clear terms and conditions that are agreed upon by both parties, and how to administer the contracts

2

KNOWLEDGE MANAGEMENT: Knowledge Management is the ability to manage knowledge and information that is presented to the company from different sources without overlooking any of them.

Shows willingness to check for current knowledge before use and works with others to be updated about new knowledge

Understands the shortcomings of failing to communicate well and looks for better communication approaches

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]
GIVING FEEDBACK:

Describe a time when you have had to deal with an employee who was not happy about the feedback you had given. How did you handle the situation?

When do you give positive feedback to your employees or subordinates? Give an example of the last time you did

[employee comments]
WORK ATTITUDE:

Do you a right attitude to handle all types of customers, colleagues, and management?

Are you always armed with the right attitude no matter the situation?

[employee comments]
EMOTIONAL INTELLIGENCE:

Can you think of a time when you said or did something that had a positive impact on a colleague or client? What was it?

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

[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]
CONSISTENCY AND RELIABILITY:

Have you ever been regularly late at work? What was the reaction to this behavior in your team?

How often do you keep in touch with customers? How do you inform them about new products or services?

[employee comments]
PERSONAL COMMITMENT:

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

When is the last time you took a project that demanded a lot of personal commitment? What did you do to remain committed to accomplishing it?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Describe one of the greatest accomplishment in your career life. What are some of the challenges you faced along the way?

Is there a time when you were working on an important goal, but then you realized that you couldn't achieve it when you were already halfway done? What did you do?

[employee comments]
PROJECT MANAGEMENT:

How do you motivate your project team and communicate with the stakeholders? How has this contributed to the success of your projects?

Describe the full project life cycle. How have you used the cycle to manage your projects effectively?

[employee comments]
KNOWLEDGE MANAGEMENT:

What are you doing to improve your capabilities of reviewing knowledge requirements for new tasks?

How often do you encourage others to participate in networking opportunities that can assist in gaining more knowledge?

[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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