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

A Cost and Risk Analysis Manager has the primary role of preparing estimates to be used for organizing, planning, and scheduling work. He/she estimates the cost of products or services and assess whether projects, products, or services are cost effective.

Other associated duties include monitoring financial indicators, setting up cost monitoring and reporting procedures, review production requirements to determine if it is cost-effective to produce or pay for components, developing business information systems, analyzing the financial data, liaising with other employees on financial matters and to coordinate business operations, analyze documentation to prepare estimates on labor, time and materials as well as carry out studies to establish standard hours.

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

WRITING SKILLS: Written Communication involves the interaction that makes use of the written word with precision and logic making it the very common form of business communication.

Writing overly long sentences something that creates a boring reading atmosphere for the reader.

Combines one paragraph with another causing a story not to flow well.

1

LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained.

Maintains eye contact when listening to the other party that is talking.

Repeats what the other person was saying to ensure the information is taken correctly.

2

OFFICE POLITICS: Office Politics is a tool that assesses the operational capacity to balance diverse views of the interested parties of the human interactions that involve power and authority.

Criticizes others if one finds their politics and gossip unprofessional and disruptive

Engages in a heated email battle with a colleague instead of simply talking to them in person or on phone

1

CRISIS MANAGEMENT: Crisis Management is the application of strategies that are designed to help an organization deal with a sudden and significant negative event.

Does not anticipate what could go wrong in the workplace or prepare for it

Is not able to adapt and respond to unique aspects of a crisis and changing circumstances

1

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Organizes, guides, give directions and feedback to the subordinates and colleagues

Establishes and maintains a corporate culture of reliability and caring

2

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Provides mentoring, coaching and stretching assignments that help colleagues and team members to develop to their full potential

Maintains an eye contact when having a conversation with a colleague and does not let one's own gaze drift all over the place

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 keep an open mind and lacks the ability to regulate own emotional world and that of other colleagues

Ignores solitude; does not see the need to set some time for self-reflection

1

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Does not inform employees of changes that are about to be introduced thus makes them feel under pressure to react

Does not take the time to assess known variables or apply past lessons thus fails to predict future problems

1

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Develops a company's vision but does not indicate where the company is headed or where one wants it to be

Does not integrate the company's long-range goals into the budgeting process thus creates inevitable conflict between the company's goals and its day-to-day finances

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

Makes little efforts to promote professional development courses and forums that enhance diversity

1

Self Evaluation

Self Evaluation Question

Employee Comments

WRITING SKILLS:

Do you get to draft or outline your writing first before you set out to write?

How many languages can you comfortably use in your writing?

[employee comments]
LISTENING SKILLS:

How do you give your feedback and does it have any value?

How well do you receive and apply the instructions given out?

[employee comments]
OFFICE POLITICS:

Describe a time when office politics affected a project you were working on. What happened? How did you go about it?

What would you do if colleagues in a group you are in stop discussing productive topics and start discussing others?

[employee comments]
CRISIS MANAGEMENT:

Is there a time when you were scared of explaining a crisis to your employees because you felt it had a negative impact on them? What did you do?

Is there a time when you have had to deal with an employee who made a terrible mistake that was likely to bring a major crisis? How did you go about it?

[employee comments]
MANAGEMENT SKILLS:

How would the employees rate your leadership style, strengths, and weaknesses?

What are the most important values you demonstrate as a leader?

[employee comments]
EMPATHY:

What is one or two things you have learned from caring for or helping others at work?

Can you think of a time someone interpreted something you said negatively, even though you didn't intend for it to be negative?

[employee comments]
SELF AWARENESS:

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

Are there times when you have reacted to someone or something in the workplace in a way you did not intend to? How did you fix that?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Is there a time when you have faced a huge problem that could have been prevented? How did you go about solving it?

What are some of the project management tools, if any, that you have used to determine the future of your project?

[employee comments]
LONG RANGE PLANNING:

How do you make sure that your long-term goals do not conflict with your short-term goals?

Do you think a vision statement is important to a company? In your opinion, what are some of the things that must be included in vision and mission statements?

[employee comments]
DIVERSITY AWARENESS:

What are you doing to be seen as a person who can address diversity concerns of other people?

Have you ever made a joke that offended the beliefs of someone else and how did you rectify the situation?

[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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