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

A Business Continuity Analyst is liable for developing or implementing business continuity and disaster recovery strategies that include the risk assessments, business impact analyses, and plan selection.

The essential functions of this position include developing contingency plans to deal with organizational emergencies, assessing the risks to business operations, reviewing the existing disaster recovery, crisis management or business continuity plans, establishing and maintaining appropriate communication during the emergency period, developing contingency plans to deal with organizational emergencies, conducting or overseeing the emergency plan integration and operation, preparing research reports, writing reports to summarize testing projects comprising descriptions of goals, planning and scheduling, analyzing budgetary or accounting data, creating business and continuity disaster recovery budgets.

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

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.

Does not demonstrate a curious type of attitude to try to find out a little bit more on issues.

Does not show enough willingness to try to improve the critical thinking skills.

1

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

Consults other employees, if necessary or useful, for bigger and complex decisions or where there are several options

Avoids snap judgment and decisions; takes the time to jot down potential solutions to situations before making a call

2

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.

Is not able to recognize what is acceptable and what is not, even when presented with the company's rules, structures, Code of Conduct and values

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

1

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.

Is always late to work, functions, and meetings and takes a day off when a major or important event is taking place at work

Gets depressed when faced with challenges; is not able to remain when faced with a difficult situation

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.

Researches how to run an effective meeting and shares the results with the meeting convener or facilitator

Prioritizes the group efforts based on the common goal being worked towards

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.

Makes sure that everyone knows that backstabbing, rumors, gossiping and undermining others will not be tolerated in group meetings, when one is leading a group

Treats everyone in a professional manner and encourages other members of the team to respect each other

2

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Always late in executing a new plan or project and neglects tasks that need priority

Gets easily depressed when things go wrong or projects do not work out as expected

1

ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently.

Waits for the annual appraisal instead of keeping assessing own performance and looking for areas that need improvement

Takes up too many tasks or projects but assigns little time for them thus ends up submitting work done poorly

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.

Treats others unfairly and plays favorites, which often leads to formal complaints

Frequently uses dishonest data, figures, and facts to support conclusions

1

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

Self Evaluation

Self Evaluation Question

Employee Comments

CRITICAL THINKING:

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

How well do you consider having a concrete conclusion when presenting your ideas?

[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?

Is there a time when you have encountered a problem due to lack of knowledge of your company processes? How was the problem solved?

[employee comments]
KNOWLEDGE OF JOB:

Can you describe two instances when you have demonstrated knowledge of job at work?

How do you make sure you have all that is needed to perform a certain task or accomplish different goals?

[employee comments]
COLLABORATING WITH OTHERS:

Have you been rewarded in the past for successfully empowering a group of people in achieving a goal? If yes, what was the reward?

Some people prefer working alone while other prefer working as a team. What do you prefer and why?

[employee comments]
OFFICE POLITICS:

How would you deal with a colleague who comes to you with the latest gossip about your manager?

What are some of the things you have done to remain focused at work and avoid office politics?

[employee comments]
ADAPTABILITY:

Were there times you had to take in a new task when you were still heavily involved with another one?

When have you been forced to attend to an emergency in an unusual way and what was the outcome?

[employee comments]
ROLE AWARENESS:

What things have you done to improve your knowledge of your position in the company? How has this benefited the company?

How have you helped new and underperforming employees become more aware of their positions in the department or company?

[employee comments]
BUSINESS ETHICS:

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

What have you done to enhance your knowledge and understanding about fairness, equality, respect, integrity and honesty?

[employee comments]
BUSINESS ETIQUETTE:

Are you making any efforts to build and nurture relationships and do you create time to meet people?

Do you make introductions in meetings and do you introduce people according to their ranks?

[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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