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

A Project Development Director is liable for overseeing the project presented using strategic thinking and clearly defined deliverable outcomes.

The duties of this post include working with the management to identify and realize increased value from identified company assets, contributing to the development of a vision and strategy for the business, looking for opportunities to work in partnerships with others in this field, developing robust business cases for the significant developments, taking a leading role in identifying potential new business, advising on and developing options for areas for potential future investment, leading development projects to successful completion and appointing such professional teams as necessary, preparing and presenting final project reports comparing projects outcomes in the initial business.

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

DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome.

Assumes that the person assigned the task understands what one wants, rather than making sure he/she does actually understand

Does not take the time to match the skills of the person handling the task to the task that needs to be done thus ends up assigning the task to the wrong person

1

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Shows high energy in undertaking challenges related to the assigned tasks

Instill a sense of teamwork among the co-workers promoting an atmosphere of cooperation and collaboration

2

EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Pretends to know everything and doesn't bother to ask questions about the work when one doesn't understand some aspects of it

Uses judgment phrases such as "that was the wrong thing to do", or "good leaders don't", when evaluating people

1

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Does not create own processes and timelines for getting things done thus keeps on missing deadlines

Lacks clear vision of where the company is headed and the goals that need to be accomplished

1

BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times.

Pays attention to rules and regulations and does not require constant supervision

Avoids straying from the truth and gives credit where due

2

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.

Relies on tested and proven forecasting tools to predict future trends

Attends many live events to get the attention of clients and prospects

2

ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change.

Looks for shortcuts rather than putting more effort into the business venture

Does little to execute ideas and never bothers to seek advice on untested ideas

1

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Does little to create a welcoming atmosphere for individuals and groups with different cultural backgrounds

Demonstrates poor relational abilities and is never recognized as being political savvy

1

PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level.

Ignores the perspectives of customers and vendors and thereby fails to meet their expectations

Does not demonstrate willingness to learn new procedures and hardly encourages others to undergo training on new procedures

1

TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier.

Does not show willingness to learn more about new technology fields

Rarely uses modern communication trends such as instant messages and video conferencing

1

Self Evaluation

Self Evaluation Question

Employee Comments

DELEGATION:

What are some of the techniques or methods you have used to ensure effective delegation?

Would you train a new employee to perform a certain task for you or would you prefer an employee who already has the required skills to handle the task? Why?

[employee comments]
INITIATIVE:

Do you have to be told what to do or you take the lead?

Do you take positive criticism well or do you allow your feeling to lead you?

[employee comments]
EVALUATING OTHERS:

What techniques have you used to evaluate others? What have you done to improve these techniques?

How have you helped a person, who is motivated and excited about his ability, continue to grow and develop?

[employee comments]
PERSONAL ACCOUNTABILITY:

Can you describe a time when you were asked to handle a tough problem which challenged your personal accountability? What was the outcome?

What are some of the special responsibilities and assignments you have been given in the past that are not part of your routine?

[employee comments]
BUSINESS ETHICS:

What are some of the things you have done to assist others in understanding the importance of honesty and integrity?

Have you ever participated in forums that discuss the role and importance of integrity and honesty?

[employee comments]
BUSINESS TREND AWARENESS:

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

What strategies are you using to survey your competitors and are you noticing any results?

[employee comments]
ENTREPRENEURIAL THINKING:

Can you think of situations where you demonstrated a lot of determination despite facing obstacles and challenges?

What efforts are you making to stay ahead of your competitors and learn from them?

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to encourage tolerance among individuals and groups with different cultural practices?

What efforts are you making to enhance your knowledge about different cultures?

[employee comments]
PROCESS IMPROVEMENT:

What efforts are you making to learn more about new procedures?

How often do you eliminate steps that are of no value in a process?

[employee comments]
TECHNOLOGY TREND AWARENESS:

What efforts are you making to implement the use of virtual reality techniques to improve training and engagement?

Are there any times you had to seek for assistance on issues related to new technology trends?

[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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