Use this step by step explanation to craft a good employee performance feedback review for an executive vice president. Find the right words with quality phrases.
An executive vice president performs the primary task of assisting the president of the company in achieving goals and objective of the company. He/she is the second in command after the company's president and may be called upon to perform certain duties. He/she also ensures that all rules and policies are adhered to.
Besides being the second in command, he/she can perform the following responsibilities; perform duties that he/she may be assigned by the president, in charge of expanding operational performance of the company, help the company attain its overall financial goals and makes reports to the board of directors and the president of the company.
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 |
|---|---|---|
| INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc. | Always tries to seek clarification on issues that are not well understood. Does not appear desperate when answering or asking questions in an interview. | 2 |
| 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 |
| KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise. | Plans, manages, and coordinates both internal and external resources in order to identify problems or accomplish tasks within the given deadlines Understands the general environment in which the company operates and respects its Code of Conduct, values, and networks | 2 |
| STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals. | Gives each employee sufficient time to accomplish the specific objectives assigned to him/her Sets clear deadlines to ensure that a timeline is being met and that the participants prioritize the process properly during the time that is required to complete it | 2 |
| MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks. | Acknowledges the accomplishment of each employee while recognizing their contributions Establishes and maintains a corporate culture of reliability and caring | 2 |
| ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values. | Carries a large amount of expertise on legal guidelines regarding equitable treatment of employees Takes quick action to advise employees who engage in unfair treatment | 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. | Suggests ways to prevent negative emotional effects and ways to address or minimize emotional issues when they occur 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. | Presents problem analysis and recommended solution to other employees rather than just describing or identifying the problem itself Does a self-evaluation of one's own emotions, strengths, and shortcomings a few times every day and works on areas that need improvement | 2 |
| 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. | Shows respect to colleagues and customers; is polite and friendly and is able to get on with the rest of the team Produces consistent work and applies company policies and business strategies evenly to each assignment and task | 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. | Sets challenging yet attainable goals for team members, in order to motivate them, and rewards individuals who have successfully met their goals Sets goals that are tied to the overall growth strategy of the company in order to increase the company's productivity | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INTERVIEWING: Do you ask questions on issues that you feel are not well understood? Give an instance you were invited for an interview that you did not meet all the requirements and how was the experience? | [employee comments] |
| PUBLIC SPEAKING: What will you consider your worst performed speech and how did the audience rate it? How well are you conversant with speaking different languages that suit different types of audiences? | [employee comments] |
| KNOWLEDGE OF COMPANY PROCESSES: How do you prioritize customer's issues in order to ensure that service is provided to the customers even during critical periods? In your opinion, what are some of the common procedures that should be eliminated in your company? Explain why. | [employee comments] |
| STRATEGIC PLANNING: What are the steps and methods you have used to define a vision for your position or department? Can you describe the techniques or methods that you have used to develop a strategic plan for your company or department? | [employee comments] |
| MANAGEMENT SKILLS: What role have you played in your team and their success? Do you support the employees and the projects they are undertaking to ensure they reach their goals? | [employee comments] |
| ETHICAL BEHAVIOR: Can you be trusted with confidential information without leaking it out? Have you fostered an atmosphere of fair treatment in the workplace? | [employee comments] |
| EMOTION MANAGEMENT: What is the most stressful situation you have ever found yourself in at work and how did you handle it? Is there a time a company policy hurt employees and you had to mitigate the negative consequences to employees? | [employee comments] |
| EMOTIONAL INTELLIGENCE: What is one thing that makes you frustrated or angry at work and what do you do when that happens? Have you ever had a dispute with a colleague or client? What steps did you take to deal with the situation? | [employee comments] |
| CONSISTENCY AND RELIABILITY: Is there a time that other employees' actions negatively impacted on a task for which you were responsible? What did you do? Can you describe a time when personal issues pulled you away from work? How did you handle it? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: Suppose your goal is to run your own company in the next two years. How will you go about accomplishing this goal? 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] |
Summary |
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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: |