Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a sports director. Find the right words with quality phrases.
A Sports Director is responsible for working with the athletic administration, school or organization to oversee the facility management, human resources, funding and policy adherence in compliance with the rules and regulations.
The principal duties of this post include scheduling games, overseeing coaching staff and organizing practices, observing coaches and athletic teams to ensure they are following the requirements and restrictions, travelling with the teams for competitions, responsible for usage and safety of the sports facility, enforcing rules regarding the usage of the sports facility, hiring new coaching staff, working with the team to ensure there is continued support, keeping a keen eye on accounts to ensure the funds are delivered according to need, overseeing the budget and allocate money as required.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| COACHING OTHERS: Coaching is the process of improving performance that focuses on enhancing and bridging the gap from where one is to where they want to be. | Tortures the person being coached into figuring out answers to a series of hard questions on their own Steps in and does the learner's work instead of helping them to be more effective so that they can work on their own | 1 |
| TALENT MANAGEMENT: Talent Management is the shift that is used when hiring, training, and retention of the most skilled and superior employees available in the job market. | Designs a sound talent management plan and integrates it with strategic and business plans in order to close the talent gaps Empowers employees to take as many responsibilities as they can handle and provides tools to help them accomplish their goals | 2 |
| 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. | Does not appreciate team work always choosing to work alone and get all the credit Does not listen or respect the opinions of others always overlooking them | 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 fulfill commitments made to other employees, supervisors, peers and customers Lacks confidentiality thus is not entrusted with sensitive information either by the manager or other employees | 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. | Observes expectations, values, and standards regarding honesty, fairness, and integrity Makes some effort to contribute towards changes in policies to eliminate unfair elements | 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. | Shows interest to learn more skills in scientific and technical market research Makes some efforts to surveys competitors to find out what is making them thrive | 2 |
| ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change. | Reacts emotionally to obstacles and challenges faced when executing ideas and does little to overcome them Lacks determination and does not set clear goals when executing 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. | Shows unwillingness to understand individuals and groups with different cultural practices and beliefs Shows unwillingness to take part in professional development courses and forums that enhance intercultural competency | 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. | Hardly knows the root cause of errors in processes and is always unable to correct existing problems Does not bother to identify points at which improvements can be made | 1 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Does not acknowledge the importance of training and hardly concentrates during training sessions Shows little willingness to attend training sessions and misses most training sessions | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| COACHING OTHERS: What are some of the techniques you have used to coach your employees? How effective have these been? Is there a time when you have had to coach someone you didn't get along with? If yes, how did you handle it? | [employee comments] |
| TALENT MANAGEMENT: In your opinion, how does knowledge sharing enhance talent management? Give three advantages of knowledge sharing in talent management Based on your experience, can you give two examples of successful and unsuccessful recruitment methods? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Do you play the role of a peace ambassador in the workplace or you enjoy stirring conflicts? Are you accommodating to other people who are of a different race, age or color? | [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: How do you avoid temptations to use dishonest data, figures, and facts to support conclusions? Were there any times where you got awarded for displaying consistent honesty and integrity? | [employee comments] |
| BUSINESS TREND AWARENESS: What strategies are you using to get the latest information about current trends? What efforts are you making to overcome competition and what strategies are you using to get new opportunities? | [employee comments] |
| ENTREPRENEURIAL THINKING: Can you think of a situation where you became sidetracked from your venture? How did you correct the situation? Are you making any efforts to become more determined to take risks? | [employee comments] |
| INTERCULTURAL COMPETENCE: What are you doing to increase links to networks of individuals and groups from different cultural backgrounds? How often do you encourage others to show respect to people with diverse cultural backgrounds? | [employee comments] |
| PROCESS IMPROVEMENT: Which techniques are you employing to identify bottlenecks in processes and the points at which improvements can be made? How often do you use existing benchmarks to complete processes in accordance with the set standards? | [employee comments] |
| TRAINING OTHERS: What efforts are you making to apply skills learnt in training session to advance your skill set and career? How often do you encourage team members to share concepts learned in training sessions? | [employee comments] |
Summary |
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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: |