Use this step by step explanation to craft a good employee performance feedback review for a compensation and benefits manager. Find the right words with quality phrases.

A Compensation and Benefits Manager is tasked with the primary responsibility for designing, planning and implementing compensation and benefits programs, procedures and policies for all company employees. He/she will also get to manage the company's employee payroll, while also handling any inquiries or complaints that relate to compensation and benefits programs.

Other duties that he or she will get to perform are; reviewing policies and procedures that relate to compensation and benefits, provide recommendation for the various policies, ensuring that the compensation and benefits packages are good enough to retain and hire employees, ensuring that all compensation and benefits package are in line with all legal requirements and ensuring that programs meet employee's needs.

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.

Always plans appropriately before delivering ant type of talk or speech.

2

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Shows other employees how to overcome or deal with their weaknesses in order to help them grow professionally and emotionally

Takes on more work than one needs to and helps other employees with their work when one can

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

Keeps up-to-date with technological developments and makes effective use of technology to improve the company or achieve results

2

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Displays exceptional performance and keenness on tasks performed every day

Automatically works extra hours to get all the work done within the set deadlines

3

ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong.

Understands that self rights, feelings, thoughts, and needs are just as important as everyone else's and feels free to express them

Uses assertive body posture as part of strengthening self position when delivering a point home

3

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

Talks to a trusted colleague at work or gets counseling when faced with a difficult situation

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.

Comfortably walks in someone else's shoe and craves understanding of other colleagues easily

Is an effective listener; always shows willingness to listen and understand colleagues objections

3

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.

Keeps weekly and daily goals checklists in order to keep track of one's most important tasks and stay committed to accomplishing them

Joins professional support groups in order to get all the help one needs to realize own goals

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.

Tries new things and gets outside own comfort zone in order to improve one's ability to think practically

Evaluates own options taking into account their pros and cons in the situation one is in

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

Is able to manage competing priorities and meet tight deadlines effectively

2

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

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

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

[employee comments]
INSPIRING OTHERS:

What are some of the things you have done in the past to improve your ability to inspire others at work?

Give a good example of a time when there was a conflict in your team, but you were able to fix it. What had happened? What did you do?

[employee comments]
MANAGING AT TEAM:

Have you ever been appointed to manage a team? If yes, describe the role you played in the team's success

Is there a time when you have praised an employee in public? How did you go about it?

[employee comments]
DEPENDABILITY:

Can your manager depend on you to handle tasks without being asked to do so?

Are you willing to work overtime if the task requires you to do so?

[employee comments]
ASSERTIVENESS:

Have you ever used verbal communication to get a point across that was important to you?

Have you ever been in a situation where you were motivated to question your employer's decision?

[employee comments]
EMOTION MANAGEMENT:

What is the most stressful situation you have ever found yourself in at work and how did you handle it?

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:

Describe a time when you received feedback on your performance, and you had to disagree with it. How did you handle the situation?

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:

Sometimes you have to sacrifice some things in life in order to get what you want. What are some of the things you have sacrificed in the past in order to accomplish your goals?

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

[employee comments]
PRACTICAL THINKING:

Describe a project that went wrong due to poor practical thinking strategies. How did the problem occur and how did you solve it?

Describe a time when you have had to analyze a problem and come up with possible solutions. How did you go about it?

[employee comments]
PROJECT MANAGEMENT:

What methods have you used to find out where a project has been, where it is currently, and where it is going?

What is the greatest challenge you faced on your last project? How did you overcome it? What lesson did you learn?

[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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