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

A compensation manager is tasked with the responsibility of managing the compensation functions for the employees of an organization. He or she will ensure that all undertaken compensations processes are done in line with the stipulated company and government rules and regulations. They ensure that the compensations processes are done in an equitable, competitive, and fair manner for all employees.

In addition to that, he or she will get to also undertake the following roles from time to time; Advising the employees on pay decisions and policies, monitor the effectiveness of the current pay structure to ensure they are in line with the rules and policies, conduct salary reviews for the organization employees as per market rate, undertake pay research and handling compensation inquiries that the employees might raise.

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.

Pays good attention to the body language and tries to keep things together in a good way.

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

2

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Focuses primarily on own strengths in order to complete tasks or projects and feel more successful on the job

Sets career goals that match with those of the company in order to stay motivated during the workweek

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.

Makes sure that employees are recruited, selected, appraised and rewarded appropriately and takes action to address performance problems

Develops new insights into situations, encourages new ideas and innovations, and designs new programs/processes to help run the company effectively

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.

Can be counted on to give the very best under all circumstances

Has a track record of energy, drive and performance levels that are inconsistent and unpredictable

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.

Receives feedback positively and is always ready to disagree without getting defensive or angry

Regularly expresses appreciation of others for what they have done or are doing

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

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.

Avoids power struggles and backstabbing and is able to build rapport and trust quickly with other employees

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

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.

Gives up more comfortable and confident options and takes a more challenging path while in order to achieve one's goals

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

2

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Participates in ongoing educational opportunities or professional development programs in order to improve own personal and professional skills

Compares finished work or observations to the expected results in order to find inconsistencies

2

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

Tries the best to ensure the business is focused on the customer

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

2

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

What will you consider your worst performed speech and how did the audience rate it?

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

[employee comments]
MOTIVATING OTHERS:

What are some of the projects or tasks you have tackled without being asked or supervised? How did you push through difficulties?

Is there a time when you have not accomplished a task due to lack of motivation? What led to your lack of motivation? How did you fix it?

[employee comments]
MANAGING AT TEAM:

How do you think your reporting staff would comment on your strengths, weaknesses, and managing style?

What are the two most important values that you demonstrate as a manager? Describe a time when you have demonstrated these values in the workplace

[employee comments]
DEPENDABILITY:

Do you give excuses instead of doing what is right?

Are there areas you have not showed or practiced dependability that you need to change

[employee comments]
ASSERTIVENESS:

Can you think of a situation where you felt you had not communicated well? How did you correct the situation?

If a colleague was facing a clash of personalities, what steps would you take to make the working relationship run smoothly?

[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?

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?

Why is it so important to build trust and rapport with colleagues? How do you develop the two in the workplace?

[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]
MANAGING DETAILS:

Is there a time when you have failed to deliver a project on time because you didn't have all the required information? What happened?

Describe a time when you have had to multitask. How did you organize your tasks to make sure that you didn't miss any of them?

[employee comments]
ENTREPRENEURIAL THINKING:

What are your doing to improve your money management skills?

What are you doing to avoid taking shortcuts when executing ideas?

[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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