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

A Project Director is liable for bearing the primary responsibilities of all the essential aspects of work carried out which includes a project's technical or programmatic requirements which apply to policies and regulations. This post initiates the application and assumes the responsibility for overall project management.

Other important tasks includes launching the application and assuming responsibility for overall project management, delegating financial tasks to a business unit administration, maintaining project data and materials as needed, pursuing project aims as clearly described in the application, managing project personnel, maintains and retains project data and documents as required, completing progress and other required reports, initiating timely requests for prior approval for changes when required.

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

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Prefers doing things on one's own; Does not listen to team members' ideas on how to solve a problem or improve a situation in the group

Does not keep the lines of communication open thus makes team members feel uncomfortable with contributing ideas that help solve problems

1

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

Thanks group members for their active contribution and makes sure to start a Thank You comment with a positive reinforcement

Makes sure that every group member has a chance to contribute ideas and that discussion is not dominated by one or two people

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.

Uses same old data and processes that one always have used thus ends up making poor decisions

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

1

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Takes the relationship with the employees too far making it difficult to separate working relationship from friendship

Goes for the quick fix instead of going to the root of the problem and developing lasting strategies to solve it

1

ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you.

Looks for moments that positively transformed one's own life and uses the moments to draw strength and inspiration

Takes on extra projects and often seeks advice from other colleagues in areas that need clarification when handling the projects

2

PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face.

Writes down one's goals in a place that one can see it regularly and is specific about the results one wants to achieve

Continues on without being affected by what others think about oneself, or without being appreciated by other colleagues

2

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Analyzes small things until they become bigger and scarier leading to a negative view of those things

Looks at the situation with bias or prejudice instead of approaching it with a clear and open mind

1

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.

Does not communicate proactively to let others know when a task is complete and know what needs to be done next

Lacks compassion and understanding; always complains about how much work one has and does not look for ways to get it done

1

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.

Stays in the office and focuses on own work instead of spending time with project team members, stakeholders, and clients

Lacks time management skills; fails to monitor a project during its critical stages to find out if the project is on track

1

BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace.

Lacks enough understanding about the current market trends and does not make enough efforts to improve

Frightened by new trends and responds slowly to new trends

1

Self Evaluation

Self Evaluation Question

Employee Comments

COLLABORATING WITH OTHERS:

Can you describe a situation where you had to compromise or help others to compromise? What steps did you take?

Some people prefer working alone while other prefer working as a team. What do you prefer and why?

[employee comments]
FACILITATION:

Is there a time when your group did not meet a project deadline? If yes, why? What did you do?

How do you encourage group members to stay motivated when there is work pressure?

[employee comments]
DECISION MAKING:

Can you describe a time when you have had to postpone a project because you did not have the right information to come to a good decision?

What are some of the things you are doing or have done to improve your decision-making skills?

[employee comments]
MANAGING AT TEAM:

Think about a time when you were given a management role. How did people respond to your management efforts?

How do you go about getting cohesion among employees who disagree with everything you say?

[employee comments]
ENTHUSIASM:

Can you describe a time when you were totally lost in your work in a good way and time just flew by?

Can you give examples of some of the improvements you have made at work without being asked?

[employee comments]
PERSISTENCE:

How do you motivate your team members to remain persistent? Can you give an example of a time when this was practical?

What has been your greatest failure? What would you do differently next time to ensure success?

[employee comments]
PRACTICAL THINKING:

Describe a project that went wrong due to poor practical thinking strategies. How did the problem occur and how did you solve it?

Describe a project that was successful because of your ability to think practically. What was your role?

[employee comments]
ROLE AWARENESS:

What have you done to help team members become more aware of their roles in a team project?

How have you helped new and underperforming employees become more aware of their positions in the department or company?

[employee comments]
PROJECT MANAGEMENT:

What methods/techniques have you used to track the progress of a team project? Describe a time when you have prevented a project from derailing

How do you make sure that you and your team deliver a project on time or exceed customer expectations?

[employee comments]
BUSINESS TREND AWARENESS:

Can you think of a new business trend that challenged you most and how did you implement change?

What efforts are you making to overcome competition and what strategies are you using to get new opportunities?

[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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