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

A control system computer scientist is involved in the development, installation, and maintenance of control systems in information and technology companies including those launched off the premises. He/she researches information to enlighten about innovative designs and theoretical approach to issues in the field.

Apart from creating, installing, and maintaining control systems, he/she also tests theories and developed models through experiments. Other responsibilities include developing solutions in the information and technology field in relation to software and hardware in addition to troubleshooting problems in existing control systems. Lastly, he/she may be required to work with other control engineers in the creation of effective and responsive systems

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

CUSTOMER ORIENTED: Customer Oriented is a skill that focuses primarily on the client as the King offering quality services that meet the customer's expectations with an aim to inspire people rather than just try to sell their product.

Does not know how to tell customers to wait for their turn tactfully.

Does not listen to the customers well, which ends up to misunderstandings.

1

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Emphasizes on the key vital points of a topic to ensure that the message is well understood by others.

Shows great skill when using tonal variations in speech and tries to balance it.

2

TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system.

Not always willing to seek assistance when faced with troubleshooting difficulties.

Does not consider all the available and potential solutions when solving problems.

1

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Does not set goals in line with the company's policy

No improvement of performance from the last evaluation period to the current one

1

PHYSICAL ABILITIES: Physical Abilities is the ability of one's strengths and limitations that are also known as the individual resources to perform well at the tasks given.

Has great knowledge of the technology and knows how to implement it efficiently

Always willing to jump in and learn something new to help make work easier

2

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Talks to oneself kindly, and encouragingly instead of beating oneself up for making mistakes

Speaks one's mind during meetings in order to see the reactions of other employees to one's viewpoint and adjust appropriately

2

REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live.

Thinks about the goals but does not write them down thus ends up forgetting most of them

Surrounds oneself with people who do not have goals instead of those who aspire to do more with their life

1

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Sets different goals for team members with similar responsibilities thus encourages internal rivalries that lead to diminished morale

Does not track the performance of team goals and therefore fails to identify team members who are lagging behind or those who are working hard

1

MEETING MANAGEMENT: Meeting Management is the skill to know and understands the reason why an official meeting should be held and who should attend.

Does not set clear agendas for most meetings and ends up having unproductive meetings

Constantly late to start and end meetings and does little to encourage participants to show up on time

1

PRODUCT KNOWLEDGE: Product Knowledge is an essential sales skill to understand the features of your product allowing you to present the benefits compellingly and accurately to the customer.

Demonstrates little outstanding understanding on how a product compares to rival products

Shows little willingness to understand how products address the needs of clients

1

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Do you keep customers informed proactively whether formally or informally to ensure they are knowledgeable about the company?

Is there a time you understood a customer's circumstances quickly? What did you do?

[employee comments]
VERBAL COMMUNICATION:

Give an instance you were given the opportunity to talk to people. What was the reaction?

How do you aim to improve your verbal communication skills to be the best in it?

[employee comments]
TROUBLESHOOTING:

Give an instance you had to troubleshoot a problem, and you succeeded. What did you do?

What do you consider as your best and worst experience when it comes to troubleshooting?

[employee comments]
DEVELOPING OTHERS:

Are you reliable to train and coach the employees to produce a better workforce?

Are you interested in the growth and development of the company?

[employee comments]
PHYSICAL ABILITIES:

Are you well equipped for the tasks you applied for?

Are you keen to check every detail at the start and close of every day?

[employee comments]
SELF CONFIDENCE:

Is there someone who has contributed to your self-confidence? What did that person do to build up your feeling of self-worth?

Have you had times when others questioned your ability to handle a certain task? How have you handled such situations?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you failed to meet your goals because they were unreal? What did you do?

How do you prioritize your goals in order to make them more achievable?

[employee comments]
GOAL AND OBJECTIVE SETTING:

How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals?

Is there a time when you were working on an important goal, but then you realized that you couldn't achieve it when you were already halfway done? What did you do?

[employee comments]
MEETING MANAGEMENT:

Can you think of a time where you invited unnecessary participants? How did you correct the situation?

What efforts are you making to follow up on meetings and document all the assigned tasks?

[employee comments]
PRODUCT KNOWLEDGE:

What are you doing to enhance your understanding of industry trends, terminologies, and concepts surrounding a product?

What are you doing to improve your ability to fix problems associated with a product?

[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:

Written by on