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

A Senior Technical Architect is responsible for defining the overall structure of a system or a program. This position allows one to act as a project manager who oversees IT projects that are aimed at improving the business and ensuring each part of the project run smoothly.

More tasks for this position include identifying the organization's needs and meeting them, liaising with people from different backgrounds - management, designers, programmers, etc., ensuring the project satisfies the needs of the organization and people using it, breaking down large scale projects into manageable chunks, figuring out which IT products are of cost-benefit analysis and research, explaining clearly to designers and developers the requirements and overseeing the same project to the end, advising the customer on future management of IT needs.

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

LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained.

Imposes solutions on other people's problems and appears to be impatient during a conversation.

Has difficulty seeking clarification to issues that are not well understood

1

INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements.

Always willing to take risks to achieve great innovative results.

Shows great ability to assess and manage any form of risks that might arise.

2

FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large.

Rarely enters the discussion, even when the group is not understanding the concept or is way off topic or task

Does not answer emails from group members or does so when it is already very late

1

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Treats customers, clients, and other business associates as opportunities and cash cows

Awkwardly forces oneself into people's conversation in order to grab their attention and get contacts

1

EQUAL OPPORTUNITY AND DIVERSITY: Equal Opportunity and Diversity means having employees from a wide range of background that includes different ages, gender, ethnicity, sexual orientation, religious belief, educational background, physical ability and treating them equally.

Enjoys working with others on different projects to bring out the potential within

Respects the opinions of others without interfering, using what is beneficial only

2

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 own knowledge, personality, and expertise at meetings in order to be more approachable and build relationships

Continues interacting with the person one has gotten to know in order to know each other better professionally and personally

2

ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently.

Waits to be handed down directives or mission statements instead of involving oneself in the growth of the company

Often sets unclear and unrealistic goals and thus gets frustrated or blames other employees when one doesn't meet them

1

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Does not document steps taken to solve previous problems thus is unable to apply that knowledge to prevent future problems

Jumps into solution mode even before one understands the problem thus sometimes makes a small problem seem bigger than it should be

1

RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business.

Hardly bothers to look for better and new ways to approach problems

Shows unwillingness to learn how to use mathematical techniques to manipulate data

1

TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace.

Lacks enough confidence when solving complicated issues and hardly welcomes new challenges

Does not understand how to follow technical specifications when designing new systems

1

Self Evaluation

Self Evaluation Question

Employee Comments

LISTENING SKILLS:

Give an instance that you have been defensive during a conversation. How did it turn out?

Do you always seek for clarification on issues you do not understand when conversing with someone?

[employee comments]
INNOVATION:

Give an instance you thought critically and came up with workable solutions?

How well do you respond to issues and what do you feel is your weak point when dealing with problems?

[employee comments]
FACILITATION:

Is there a time when you have had to deal with a group member who does not attend group meetings? How did you go about it?

Can you describe a project that required major input from other employees? Who did you choose to work with you and why?

[employee comments]
NETWORKING:

How has making new connections improved your professional and personal skills?

What are some of the things you don't like about networking events and networking in general?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Are you lost in your world such that you don't care about others?

Do you choose who to support and who not to offer assistance?

[employee comments]
PERSONAL RELATIONSHIPS:

Describe a time when you have been able to address an angry customer and build a great relationship. What was the problem and how did you handle it?

Is there a time when you have chosen to trust a colleague to handle a very sensitive project for you? What was the outcome?

[employee comments]
ROLE AWARENESS:

Describe a project that required you to demonstrate role awareness. What was your role and what was the outcome?

In your opinion, do you think it is important for employers to develop ways to help employees become more aware of their positions it the company? Explain

[employee comments]
SEEING POTENTIAL PROBLEMS:

Describe a solution that was implemented primarily due to your ability to see potential problems. What was the problem?

When hiring employees, how do you make sure that they are the best fit for the position at hand?

[employee comments]
RESEARCH:

Have you ever failed to communicate the purpose and outcomes of a research clearly? How did you correct the situation?

How often do you employ logic and reason when determining the merits of an argument?

[employee comments]
TECHNICAL SKILLS:

What are you doing to improve your ability to troubleshoot and maintain basic devices and machines?

What efforts are you making to learn more about coding and programming?

[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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