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

An Administrative Services Manager is responsible for planning, directing and coordinating supportive services of an organization by maintaining facilities and supervising activities that include recordkeeping, mail distribution and office upkeep.

The primary responsibilities include developing, managing and monitoring records, supervising clerical and administrative personnel, setting goals and deadlines for the department, buying, storing and distributing supplies, ensuring that facilities meet environmental, health and security standards that comply with the government regulations, monitoring and ensuring that the facility is well maintained and safe, planning budgets for contracts, equipment, and supplies, overseeing the maintenance and repair of machinery, equipment, and mechanical systems

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

TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback.

Starts conflicts and disagreements within the team that leads to team members fighting each other.

Not ready to receive and give constructive feedback to other team members and not willing to be corrected when on the wrong,

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.

Creates time to research possible logistical or legal problems associated with a new company policy before implementing it

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

2

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Waits until one is already in the middle of a task to decide what else one needs to accomplish

Does not ask for help or advice from colleagues when one is stuck thus wastes valuable time trying to figure things out

1

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.

Sets goals but does not know how to zig and zag one's way or put a clear plan to achieve them

Does not encourage or support people who are facing challenges at work or offer solutions to the challenges they are facing

1

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

Seeks out honest feedback from the bosses in order to get an ego boost and refresh one's motivation to continue to perform well

Changes up own routine with a new, fun hobby in order to release tension after work

2

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

Tries to determine the real situation before making a decision on a certain situation

Supports other employees proposals, during a group's decision-making process, and tries to find ways to make them work

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.

Does not focus on delegation of tasks ending up with a messy schedule

Lacks clarity and promptness in communication that affects other areas as well

1

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Reads employees emails but does not notify them of the policy that allows their emails to be read

Tracks employees' location even when they are taking a day off or are on vacation

1

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.

Gets lost in the various details present in a project or task and ultimately loses focus on the actual project or task

Insists that a job be done in a certain way and does not welcome new ideas from others members of the team

1

TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time.

Delivers low-quality work to beat the clock and is poor in time-management

Miscalculates the time required to complete projects and ends up missing deadlines

1

Self Evaluation

Self Evaluation Question

Employee Comments

TEAMWORK SKILLS:

Give an instance you contributed actively to a group problem and what was the result?

Give an instance you helped your team members to finish their tasks before the deadline?

[employee comments]
JUDGMENT SKILLS:

Can you give two examples of situations where you have used logic and good judgment in solving a problem? How did you go about it?

Is there a time when you have made a terrible mistake due to poor judgment? What was the mistake? How was it fixed?

[employee comments]
MULTI-TASKING:

How do you prioritize your tasks to make sure that all are attended to and that they meet deadlines?

What tips have you used to differentiate tasks that fit well in multi-tasking from those that require your undivided attention?

[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?

Describe a time when you felt you were able to inspire other employees in a big way. What did you do?

[employee comments]
MOTIVATING OTHERS:

What is one of the lowest points you have had at work? What did you do to remain motivated and accomplish your goals?

How do you motivate others to accomplish their goals? Give an example of when this happened

[employee comments]
DECISION MAKING:

Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened?

What is one of the most difficult decisions you have made in the last six months? What made it difficult and how did you go about it?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

Do you find fault with some of the employees you assess?

Do you give the employees a chance to explain their performance or is your word final?

[employee comments]
MONITORING OTHERS:

What techniques have you used to monitor employees? Describe how monitoring others have helped improve your company's productivity

How do you make sure that monitoring does not kill employees morale or make them nervous?

[employee comments]
MANAGING DETAILS:

How would you deal with a team member who is super detail oriented, that he/she always slows the team down?

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]
TIME MANAGEMENT:

Can you point out the things distracted you from delivering work on time?

Do you make your schedules flexible enough to accommodate emergencies?

[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:

Written by on