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

A director of compensation will be tasked with the responsibility of managing and implementing the organization's compensation programs. This person is normally tasked with ensuring that all employees are treated with respect and in fairness when it comes to compensation issues. He/she will ensure that the compensation structure is employee and company friendly.

The director will also get to perform the following roles besides the main role; these include; managing and directing all staffs involved in handling compensation issues; ensuring that all company compensation structure complies with the laid down rules and regulations, monitor and document all compensational activities, and help in establishing compensation budgets.

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

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.

Recognizes employees who go above and beyond the call of duty to get things done, in order to encourage them to continue working hard and incentivize others to take the initiative

Does not judge people when they make mistakes; sympathizes with them and lets them know that one understands that the mistakes they made were only human

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.

Anticipates problems that may arise and quickly develops an effective backup plan

Always has objectives, timelines, a budget and the right people to develop an effective strategic plan

2

APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them.

Gives beneficial feedback that allows employees to improve in areas that need

Assumes responsibility for the performance evaluation without being asked to

2

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.

Expresses negative thoughts, feelings, and emotions in a healthy and positive manner

Decides on wording; thinks through not only about what to say, but how to say it

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.

Views emotional moments as an opportunity to listen, empathize with, and show compassion to a hurting colleague

Gets emotional support from coworkers and friends when emotions get out of control

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.

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.

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.

Finds meaning and passion behind the mission one is pursuing in order to stay focused

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

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.

Develops a unit of measurement for key goal results in order to know when one has accomplished own goals

Sets realistic goals, believes that one can achieve them, and eliminates negative thoughts that can bring one down

2

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

Avoids falling prey to naysayers and believes in the business venture

Seeks assistance from experts when faced with a challenge when executing an idea

2

Self Evaluation

Self Evaluation Question

Employee Comments

INSPIRING OTHERS:

What have you done to make other employees feel cared for and to earn trust from them?

Can you give an example of two people who have really inspired you in life? What has been their impact on your career life?

[employee comments]
STRATEGIC PLANNING:

If you were assigned a new project, what are the steps you would take to get the project moving and on track?

Describe a time when you have cooperated in the planning of a project. What was your role?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

Can you be relied upon to deliver accurate and timely data?

Do you concentrate so much on the negative and forget the positives?

[employee comments]
ASSERTIVENESS:

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

How good are your listening skills? Do you have instances when you made mistakes because you did not listen well to what someone had to say?

[employee comments]
EMOTION MANAGEMENT:

Is there a time you made a hasty business decision that you ultimately regretted? What was the outcome?

How do you react to frequent changes in job demands in the workplace?

[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]
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?

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 a time when your team failed to meet its goals due to an underperforming employee. How did you deal with the situation?

Describe some of the factors that you consider when setting your goals and objectives. How have these contributed to your success in the goal setting process?

[employee comments]
ENTREPRENEURIAL THINKING:

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

What are some of the things you are doing to improve your business and marketing skills?

[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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