Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a budget analyst. Find the right words with quality phrases.

The budget analyst is the finance planner with the primary task of preparing budget reports and monitor the spending for any public or private institution. He/She is responsible for preparing annual budgets as well as notifying of variances from the resources presented.

General duties includes, reviewing the manager's proposals for compliance, completeness and accuracy according to the company laws and regulations, working with project and program managers in developing the organization's budget, monitoring all the organizational expenses to ensure they are within the budget, informing the program managers of the availability and status of the funds, assists the managers and supervisors in analyzing the proposed plan while finding alternatives if the results are unsatisfactory.

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

ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws.

Always overloads with work and ends ups doing the task incorrectly due to the pressure of beating the deadline.

Does not follow instructions well enough due to not listening keenly.

1

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Defines and clarifies the issue or situation at hand to determine whether it warrants action or whether it is important, urgent or both

Selects the best option and avoids vagueness or weak compromises in trying to please everyone

2

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Is not able to define and explain how own goals relate to the work of the company and its daily processes

Does not help other employees understand the strategic goals of the company and how their work relates to these

1

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Is afraid of making decisions due to the fear that one may make a mistake that might ruin one's career

Does not know when to start a decision-making process without all the right information or when to wait for more advice

1

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Encourages others to take the initiative when new projects come along and to quickly adapt to situations

Volunteers to take the lead for an important presentation when a colleague comes down with an illness

2

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Talks to oneself kindly, and encouragingly instead of beating oneself up for making mistakes

Speaks assertively in order to get people to listen and deliver one's own ideas with conviction

2

CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues.

Perceives working together with one's superiors during performance discussions as a waste of time and does not seem to care about how own targets are derived from the company's objectives

Is unable to anticipate problems; does not prepare and review contingency plans for situations or problems that might occur

1

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Shares confidential information about the company or colleagues with other employees or on social media

Always complains about work, the company, and own bosses while at work, which fosters an unhealthy victimhood culture

1

PROBLEM/SITUATION ANALYSIS: Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down.

Faces the problem alone without involving other people's ideas and therefore ends up spending more time on the problem than expected

Does not care about checking the progress of the implemented solutions or suggesting changes

1

KNOWLEDGE MANAGEMENT: Knowledge Management is the ability to manage knowledge and information that is presented to the company from different sources without overlooking any of them.

Constantly fails to comply with the set standards, guidelines, and processes required to manage knowledge

Shows unwillingness to look for and adopt new ideas that can assist in improving own knowledge

1

Self Evaluation

Self Evaluation Question

Employee Comments

ACCURACY:

Do you normally have a checklist or a guide before you start doing any given task?

Do you give other people your work to proofread again before presenting it?

[employee comments]
JUDGMENT SKILLS:

Describe a time when you had to be relatively quick in solving a problem. How did you do it? What was the outcome?

In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

Can you give an example of one or two times when you have presented new information to key decision-makers to help them understand a situation?

How would you respond to a new employee who shows an unwillingness to learn the company process? What would you do to help them?

[employee comments]
DECISION MAKING:

Can you explain a difficult decision you have made regarding a project or task at work? What are some of the factors that influenced your decision-making process?

Can you give specific examples of decisions that you make rapidly and those that take more time?

[employee comments]
ADAPTABILITY:

Were there times you had to take in a new task when you were still heavily involved with another one?

Give a situation where you had to present to a group of clients with little or no preparation. What challenges did you face?

[employee comments]
SELF CONFIDENCE:

When is the last time you asked for assistance on a certain project from a colleague? What was the project?

Is there a time you had to lead other employees in a certain direction, but you had some doubts? What did you do?

[employee comments]
CONCEPTUAL THINKING:

Describe a time when you identified customer's needs on a particular project. What resources did you call on to help?

Can you describe a time when you anticipated the future and made changes to current responsibilities and operations in order to meet future needs?

[employee comments]
PERSONAL RELATIONSHIPS:

Can you describe an experience that showcases your ability to work and relate well with other employees in the workplace?

How do you make sure to keep the existing relationships with other employees and customers strong every single day?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

Describe a time when you solved a problem without all the necessary information about it in hand. How did you go about it and what was the outcome?

Describe a time when you have found a creative way to solve a problem. How did you feel?

[employee comments]
KNOWLEDGE MANAGEMENT:

Can you think of a situation where you didn't communicate well when sharing knowledge? How did you correct the situation?

What efforts are you making to look for new ideas that can assist you in improving your knowledge capabilities?

[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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