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

The director of sustainable design majorly works to establish or develop sustainable design to implement properly the sustainability strategies for the organization. He/she in most cases works to determine, analyze, and come up with suitable sustainable designs that help solve the various problems about the sustainability of a company.

In addition, he/she performs the following tasks; improving and maintaining the company's image, instituting practices that help reduce any form of wastage, helps the company abide by the laid down rules and policies that are in line with those of the organization and helps to facilitate training of employees on corporate sustainability 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.

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

Knows how well to summarize the talk and does not speak for too long.

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.

Tries to determine the real situation before making a decision on a certain situation

Asks a variety of people with various backgrounds for responses in order to evaluate how majority of other people view the decision

2

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.

Challenges the teams to think creatively and come up with required solutions

Sets high challenging yet realistic goals that all employees can meet

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.

Regards fairness as one of the critical needs in all the decisions made

Educates the employees to keep them acutely aware of the company standards, expectations, and values regarding fairness, honesty, and integrity

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.

Treats everyone at work with utmost respect and finds no need to reciprocate rudeness

Focuses on making the company and work stronger instead of being stressed when things go out of hand

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.

Addresses issues in a professional, constructive way, and persuades others to approach issues in the same manner

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

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

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Takes the time to learn at least one more language in order to introduce oneself to new methods of thinking

Figures out the information one needs to solve a particular situation and actively seeks that information

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.

Uses client satisfaction, quantity, cost, quality, and value added to the company, to evaluate success of a goal

Sets a deadline for each goal in order to enhance focus and feel motivated to accomplish it

2

ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change.

Makes good efforts to avoid being sidetracked from a venture and stays motivated to keep trying

Surveys customers and prospects with the aim of offering them personalized attention

2

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

How well do you engage your audience while giving a talk?

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

[employee comments]
DECISION MAKING:

Is there a time when you have had to deal with a difficult customer? If yes, explain how you went about deciding on what strategy to employ when dealing with the customer

How do you involve your bosses and other employees when making an important decision?

[employee comments]
DEVELOPING OTHERS:

Are you reliable to train and coach the employees to produce a better workforce?

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

[employee comments]
ETHICAL BEHAVIOR:

Have you acquired a relationship of trust with other co-workers and management?

Have you fostered an atmosphere of fair treatment in the workplace?

[employee comments]
EMOTION MANAGEMENT:

Can you give an example of a situation where there was tension in the workplace, but you were able to maintain composure?

Are there times you have suggested a creative solution to colleagues suffering from emotional distress?

[employee comments]
EMOTIONAL INTELLIGENCE:

What is your greatest weakness? Can you give situations when your weakness was tested in the workplace?

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

[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?

Describe a great change that occurred in a project you were working on. How did you adapt to this change?

[employee comments]
PRACTICAL THINKING:

Some situations require one to think in a practical manner while others require critical thinking. Can you give an example when you have used the two strategies to solve a problem at work?

How do you ensure that a certain source of information is reliable? Is there a time when you have made mistakes because someone had given you the wrong information? How did you handle the situation?

[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?

What do you look for in team members when setting goals for the team? How do you keep track of your team goals?

[employee comments]
ENTREPRENEURIAL THINKING:

Were there any times where you felt that you were less optimistic than other times?

Are you making any efforts to become more determined to take risks?

[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:

Related Articles