Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a sustainability analyst. Find the right words with quality phrases.
A Sustainability Analyst ensures that the company upholds sustainability strategies and works towards finding new, innovative, and economically reductive ways to stay green. He/she will help to facilitate training of employees on corporate sustainability issues as well as aid the organization in developing and maintaining its brand to the outside public.
Other duties include communicating to stakeholders on matters relating to sustainability; collecting and analysis of sustainability data; monitor sustainability issues, trends and programs; measure the organization's sustainability performance; analyze and audit the company sustainability ventures; assist the company in addressing CSR issues and putting in place measures that will help minimize company wastage and improve its efficiency, and effectiveness.
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 |
|---|---|---|
| KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity. | Sets goals but does not know how to come up with a good plan to accomplish those goals Gets depressed when faced with challenges; is not able to remain when faced with a difficult situation | 1 |
| PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace. | Prepares a well written out action plan on how to execute even the toughest goals Welcomes coaching and training that brings out more hidden ability | 2 |
| ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude. | Not able to stay poised and calm when presented with a dilemma or a sudden troubling event Gets easily depressed when things go wrong or projects do not work out as expected | 1 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Makes long to-do lists thus gets overwhelmed and too overloaded with work Does not take time to freshen up even when one starts to feel drained and mentally overworked | 1 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Nimbly navigates obstacles and problems even when facing complex and unique circumstances Plans, prioritizes and balances tasks in order to meet goals, commitments, and deadlines effectively | 2 |
| QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with. | Creates a recognition program and hands out bonuses in order to show appreciation for employees' hard work and attention to quality standards Makes sure that all employees know what quality work means to the company and consistently communicates ways to improve work quality | 2 |
| BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world. | Engages in side conversations during meetings and uses the phone in most meetings Remains seated when being introduced to new people and when shaking hands | 1 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Hardly bothers to assess whether the current procedures, practices, and policies are diverse Lags behind in driving positive change and is never seen as a person who can promote diversity issues of others | 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. | Demonstrates little understanding on how to use data reduction and synthesis methods to understand the patterns in data Shows little willingness to learn more about statistical analysis techniques and how to apply appropriate statistical tests | 1 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Assumes to know everything and does not seek for extra assistance from colleagues on complex concepts learned in training sessions Does not make any effort to evaluate the outcomes of a training session | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| KNOWLEDGE OF JOB: What steps have you taken in the past to adjust your style when it was not meeting a project's expectations? What techniques do you use to plan your daily tasks? How effective have they been? | [employee comments] |
| PERSONAL GROWTH: Are you fully committed to remaining an active part of the company? Are you available to attend training and coaching workshops and do you benefit from them? | [employee comments] |
| ADAPTABILITY: If you were given a new project to lead without prior knowledge, what steps would you take to tackle it? Can you think of a time when your task or project suffered a setback? How did you react? | [employee comments] |
| HANDLING STRESS: Can you describe a situation at work that really stressed you out to the maximum? How did you handle it? Is there a time when your work has been criticized? How did you receive the criticism? | [employee comments] |
| RESULTS ORIENTATION: Describe a time when you have been very successful in accomplishing your goals. What made this possible? Describe a project/goal that required you to pay attention to detail. How did you go about accomplishing it? | [employee comments] |
| QUALITY OF WORK: What do you think your company should do to fix some of the most common quality-related issues? How have you made sure that your projects meet the agreed quality standards? What tools or methods have you used? | [employee comments] |
| BUSINESS ETIQUETTE: Are you making any efforts to build and nurture relationships and do you create time to meet people? What would you like to improve about yourself in order to be more pleasant to work with? | [employee comments] |
| DIVERSITY AWARENESS: Have you participated in events that are diversity-related and what efforts are you making to promote them? Can you think of a situation where you failed to accept diverse views? How did you correct the situation? | [employee comments] |
| RESEARCH: How often do you use mathematical techniques such as statistical tests to manipulate data? What efforts are you making to identify ideas and concepts that are relevant to a problem? | [employee comments] |
| TRAINING OTHERS: How often do you participate in specialized training and what efforts are you making to look for more training opportunities? Do you seek for extra assistance from colleagues on complex concepts learned in training sessions? | [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: |