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

A program manager is mandated to ensure that the program outcomes are achieved within the set timelines and budget. He/she coordinates his/her team to make sure the program delivers and also coordinates and manages the multiple projects within the program.

Other responsibilities include to identify risks within the existing projects in the program and to outline appropriate solutions. He/she also proposes certain changes, which they believe it would improve the projected benefits. The position also requires the individual to nurture an enabling environment, which allows the staff to participate in the program actively. He/she also makes sure the program is in line with the quality standards and also allocates the right human resources and funding to various projects in the program.

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

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

Completely adheres to the laid out company rules without defaulting any of them

Does not consider any dubious methods or less honorable plans or strategies to get work done

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.

Shows appreciation of other people's contribution by using verbal and nonverbal communication skills such as nodding, maintaining good eye contact and smiling

Always clear and direct to the point when answering a question; never leaves a questioner with a half-baked answer

2

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Uses different marketing tools such as online survey tools to discover clients' needs

Reviews work carefully for completeness, accuracy, and mistakes before sending it out

2

COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization.

Leaves personal life behind once one crosses the working threshold in order to concentrate or put all attention on work

Is open and honest and expresses any criticism in a way that shows respect and dignity to others

3

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Enjoys attending meetings; likes being at the center of challenging and thoughtful discussions that lead to decisions, initiatives and changes

Does not think about retirement because retirement sounds boring, in one's ears, and a lot less fulfilling

3

EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Finds something good to say about others even when one does not like what they have produced

Looks at a person's punctuality and attendance:- whether or not a person has attained perfect attendance to work and meetings

2

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Polishes own soft skills and learns the art of tact before one walks the path of influencing others

Prepares own presentation or the final solution after carefully assessing and understanding how others respond to own ideas

3

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

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.

Makes decisions for project members, sets achievable goals, maintains a positive outlook and provides constructive feedback

Understands and applies established procedures and policies as well as technical tools and corporate requirements to the project

2

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Communicates projects' instructions effectively and asks team members to paraphrase what one has said to make sure that they have understood the concept

Uses the company guideline or the project's/task's specific style guide to measure the quality of the work produced

2

Self Evaluation

Self Evaluation Question

Employee Comments

DEPENDABILITY:

Are you available when you need to complete a task or handle a difficult customer?

Are your work results and your reliability in harmony and dos your record show that?

[employee comments]
ASSERTIVENESS:

Can you describe a situation where you were able to strengthen a relation with a colleague by using effective communication?

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

[employee comments]
ATTENTION TO DETAIL:

Do you prefer to work with the "details" or the "big picture" of a situation?

Are there times you have made huge mistakes due to not paying attention to details? What happened?

[employee comments]
COMMITMENT TO THE JOB:

Can you give an example of a time when you had to go above and beyond the call of duty to have a task accomplished?

Is there a time you were able to provide your own motivation even though you were working alone? How did you motivate yourself?

[employee comments]
ENJOYMENT OF THE JOB:

When you have extra time available in the workplace, what ways have you found to make yourself more productive?

Are there times when you have helped other employees love their jobs? How did you go about it?

[employee comments]
EVALUATING OTHERS:

Describe a time when you went into a performance review without preparation. How did it go?

Is there a time when you felt you did not get what you expected from your evaluation? Why? What did you do?

[employee comments]
PERSUADING OTHERS:

Is there a time when you have had to persuade a group of managers to accept your proposal or idea? How did you go about it?

What are some of the challenges you have faced when trying to persuade others and how have you overcome them?

[employee comments]
GOAL AND OBJECTIVE SETTING:

How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals?

Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do?

[employee comments]
PROJECT MANAGEMENT:

What communication plans have you used to convey an important message to your team? How have you confirmed the accuracy of information received or sent?

Describe the most difficult project that you have ever managed. What made it difficult and how did you go about it?

[employee comments]
QUALITY OF WORK:

How often have you produced low-quality work? What has prevented you from producing high-quality work?

What courses, if any, have you taken to improve the quality of service you give to your customers? How has this benefited your company?

[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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