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

A Budget Coordinator is responsible for performing all aspects of the budgetary function and other related fiscal responsibilities that are aimed at providing management with timely financial information.

The primary duties of this role include providing professional financial services that include the development, analysis, implementation and monitoring of the company's budget, developing and administering the company-wide final budget, compiling budget projections for preliminary and final budgets, imputing updated budget amounts, monitoring and analyzing the company, comparing budget measures, monitoring and analyzing company's suggested resources, comparing budgeted amounts with actual activity, performing specialized and complex budgetary work, providing grant proposal budget analysis and technical and analytical support to allow operations.

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

CONFLICT MANAGEMENT: Conflict Management is a situation where the interests, needs, values and goals of the involved parties interfere with one another in the workplace where different stakeholders have different priorities.

Allows problems to develop into serious issues instead of dealing with them first.

Jumps into conclusions first before listening to what the other party has to say.

1

CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking.

Demonstrates well assertive and decisive ability when it comes to handling problems.

Looks at issues in different angles and not in a one-sided way.

2

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Does not know how to break information into smaller, more manageable parts or look for links and relationships thus fails to understand the overall situation

Does not look at the consequences of one's decision or how one's life or career will look like if they chose a particular path

1

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Does not know how to present information or data to key decision-makers or stakeholders in order to support their decisions

Does not seek to understand or raise awareness of the company's decision-making bodies and power relationships

1

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.

Finds a replacement for a group member who deliberately refuses to participate or does not have the necessary requirements

Constantly reminds group members of the importance of working as a team and emphasizes the importance of collaboration and cooperation

2

DIPLOMACY: Diplomacy is the practice of conducting negotiations and influencing decisions and behaviors of different parties through dialogue, negotiation and other mature measures that are short of violence.

Looks for the right time to raise concerns or make requests in order to avoid wasting other employees' time

Presents own ideas without coming off as someone who doesn't value what other employees have to say or someone rude

2

SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace.

Does not create time after work to think about the day or meditate about one's own life

Represses one's own emotions and denies their causes and lacks the ability to bend and flex with them

1

CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues.

Is unable to step back and see the big picture and does not recognize the need to obtain more or high-quality information

Seems disinterested in learning and understanding different operations in one's department thus misses on important trends

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 express concern for doing things better or producing quality work

Pretends to know everything and does not let other employees know when one does not know how to go about doing something

1

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Expresses own frustrations with anger instead of taking some time to breathe deeply and finding something positive about the situation

Always complains about work, the company, and own bosses while at work, which fosters an unhealthy victimhood culture

1

Self Evaluation

Self Evaluation Question

Employee Comments

CONFLICT MANAGEMENT:

Explain an instance where you managed to mediate in any conflict. What were the results?

How readily do you accept when you are in the wrong and take full responsibility for your actions?

[employee comments]
CRITICAL THINKING:

Give an instance you hurriedly made a decision without thinking it through and what was the result?

Do you usually look at issues in a one-sided manner or at different angles?

[employee comments]
JUDGMENT SKILLS:

Describe a time when you have had to think on your feet in order to extricate yourself from a difficult situation. What was the outcome

Is there a time when you have made a terrible mistake due to poor judgment? What was the mistake? How was it fixed?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

Can you give an example of one or two times when you have presented new information to key decision-makers to help them understand a situation?

How would you respond to a new employee who shows an unwillingness to learn the company process? What would you do to help them?

[employee comments]
COLLABORATING WITH OTHERS:

Can you describe a team experience which you have found rewarding?

Describe a time when you have had to work with a difficult team member. How did you handle it?

[employee comments]
DIPLOMACY:

Can you give an example of one time when you have had to speak up in order to let people know how you felt about a certain situation?

How do you react when you receive negative feedback from other employees about your personality?

[employee comments]
SELF AWARENESS:

Are there times when you have been able to avoid negative situations at work? What did you do?

Can you list five things that you have learned about yourself in the last two years, that are relevant to how you work?

[employee comments]
CONCEPTUAL THINKING:

Describe a problem you were solving where you had to work with a concept that was abstract rather that tangible and concrete. What was the outcome?

Give an example of a problem you solved when important facts were unavailable. What was the outcome? How was this problem affecting other employees?

[employee comments]
PERSONAL ACCOUNTABILITY:

Can you describe a day when your supervisor was absent, and you had to make tough decisions? What are some of the decisions you made?

Can you think of a time when you have motivated yourself to finish unpleasant tasks? What steps did you take?

[employee comments]
PERSONAL RELATIONSHIPS:

Can you describe an experience that showcases your ability to work and relate well with other employees in the workplace?

Describe a time when you have met resistance while trying to build a relationship with a colleague. How did you deal with it?

[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: