Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a senior associate, climate and energy program. Find the right words with quality phrases.
A Senior Associate, Climate and Energy Program is tasked with the primary responsibility of conducting research and analysis on various aspects of climate change. He/she also develops tools and information sources to enable policy maker to make decisions on the issue about climate change. In addition, he/she will get to develop and maintain good partner relations.
Besides that he/she is also tasked with the responsibility of developing project proposals and concept notes; manage large projects on climate change and energy; establish ways in which climate-related problems can be tackled; participate in climate and energy related research projects and attend climate change and energy meetings from time to time.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
|---|---|---|
| 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 Is unwilling to share one's knowledge; does not share what one has read with others or some of the inspirational books one has read | 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. | Makes sure that employees are recruited, selected, appraised and rewarded appropriately and takes action to address performance problems Oversees contracting and procurement to achieve desired results and uses cost-benefit thinking to monitor expenditures and set priorities | 2 |
| COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition. | Does not share critical information with co-workers because of fear of marginalization Always competes with the coworkers instead of working in harmony | 1 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Doesn't stay on top of issues mostly repeating problems that cause business disruption Always talks about others creating an environment that is not trustworthy | 1 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Takes one's annual leave each year and makes sure that one has a proper break from work Tries to do something right for the first time in order to save oneself a headache later when one has to redo the work | 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. | Listens carefully and learns from the advice given by colleagues, customers, and competitors on how to improve one's approach towards a certain goal Continues on without being affected by what others think about oneself, or without being appreciated by other colleagues | 2 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Easily loses focus when faced with problems and gives up even before the problems are resolved Does not stay on top of repeat problems that distract the smooth running of the company and its productivity | 1 |
| 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. | Sets unattainable goals and therefore gets frustrated when one keeps on missing the deadlines Does not track the performance of team goals and therefore fails to identify team members who are lagging behind or those who are working hard | 1 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Often makes jokes that are offensive to others and is disrespectful to people with diverse views Lags behind in driving positive change and is never seen as a person who can promote diversity issues of others | 1 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Makes little attempts to apply skills learned in training session to advance skill set and career Rarely encourages team members to share concepts learned in training sessions | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INSPIRING OTHERS: People observe what you do more than they listen to how you speak. How do you ensure that your actions inspire others at work? How do you reward employees whose work exceeds your expectations? Give an example of when this has happened | [employee comments] |
| MANAGING AT TEAM: Think about a time when you were given a management role. How did people respond to your management efforts? Can you describe a time when you have taken a management role when you did not have the title of a manager? What happened? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Are you available when your team needs you to finish tasks? What weaknesses have you noticed and how are you working on them? | [employee comments] |
| ORIENTATION TO WORK: Are you able to plan on each day's goals and meet targets set by the company? Are you a fast learner or you need something repeated over and over again for you to understand? | [employee comments] |
| HANDLING STRESS: Describe a time when you have had a heavy workload. How did you handle it? What steps have you followed in the past to avoid distractions at work and remain positive-minded? | [employee comments] |
| PERSISTENCE: Is there a time when you have faced a difficult situation? What ways did you use to sustain your ability to keep on going until the situation was fixed? Can you describe a situation where you had to use persistence in order to successfully convince a customer to buy a product? | [employee comments] |
| RESULTS ORIENTATION: Describe a time when you have been very successful in accomplishing your goals. What made this possible? Describe a time when instructions on a project were not clear. What made them unclear and what did you do? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: Describe one of the greatest accomplishment in your career life. What are some of the challenges you faced along the way? Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do? | [employee comments] |
| DIVERSITY AWARENESS: What have you done to increase your understanding of the perspectives of others? What are some of the things you are doing to discourage harassment and bullying of people with diverse views? | [employee comments] |
| TRAINING OTHERS: What are you doing to learn new skills and to develop a positive attitude towards complex training sessions? What are you doing to prepare for training sessions ahead of time? | [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: |