Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a computing services director. Find the right words with quality phrases.
A computing services director is responsible for providing technical and administrative leadership in design, development, and implementation of computing services. He/she works as the overall resource for solutions to technical problems reported by program users.
Other duties include serving in company's committees that deal with matters related to computing services. Where necessary they provide their assistance to the organization in its long-term planning of computer-based activities. He/she also collaborates with departmental heads to ensure computing services are run appropriately. The director also participates in the development and implementation of policies concerning the utilization of computer services. Finally, he/she maintains a record of all the hardware and software within the computing network.
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 |
|---|---|---|
| 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. | Finds it difficult to deal with customers who are overly demanding and always passes them on to the manager. Takes a lot of time handling an issue with a customer, which includes too high average time per call. | 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. | Researches extensively before delivering a talk to have concrete facts and information that will not raise any objections. Finds out if the other person understands what is being discussed during a conversation and explains unclear issues. | 2 |
| NEGOTIATION SKILLS: Negotiation Skills are a deliberative process by which people settle their differences through an acceptable agreement to both parties to co-exist without argument and dispute in the workplace. | Keeps interrupting when the other parties are trying to put their points across. Does not implement the agreed aspects of the negotiation and interferes with the negotiation outcome. | 1 |
| PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions. | Is not open or approachable to employees leaving them not helped Does not care about the employee's personal need nor understand their circumstances | 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 Requires only a little guidance to work on a new responsibility | 2 |
| CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues. | Redesigns various company's departments in order to meet long-term objectives Understands the impact of changing customers' needs to the future of the company | 2 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Reads employees emails but does not notify them of the policy that allows their emails to be read Documents the disciplinary actions but does not let employees sign them | 1 |
| MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked. | Sets nearly impossible personal and professional standards for oneself, which makes it hard for one to achieve the set goals Insists that a job be done in a certain way and does not welcome new ideas from others members of the team | 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. | Attempts to multitask during a meeting and hardly assigns roles to participants Constantly fails to follow up on meetings and hardly documents the assigned tasks | 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. | Does not understand most industry trends, terminologies, and concepts surrounding a product Shows little willingness to understand how products address the needs of clients | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CUSTOMER ORIENTED: Do you put in an extra effort and time in emergencies to ensure the needs of customers are met? Can you describe an instance where you served an irate customer? What did you do? | [employee comments] |
| VERBAL COMMUNICATION: How well can you rate your verbal skills and what are you doing to improve? Have you ever tried to copy somebody else's way of talking and how did it turn out? | [employee comments] |
| NEGOTIATION SKILLS: When negotiating how well do you take charge of the process? Have you ever lost your temper while negotiating with someone and what was the outcome? | [employee comments] |
| PARTICIPATIVE MANAGEMENT: Are you available to answer questions that need instant solutions? How well do you advise those who want to grow and expand their career? | [employee comments] |
| PHYSICAL ABILITIES: Are you willing to help out in tasks that require manual strength Are you physically fit to take on tasks that require human strength? | [employee comments] |
| CONCEPTUAL THINKING: Describe the most complex task you have ever accomplished. What information did you use when handling this task? Is there a time when you had to analyze information and make a recommendation? How did you go about that? | [employee comments] |
| MONITORING OTHERS: How do you create a clear explanation of policies for the employees? Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why? | [employee comments] |
| MANAGING DETAILS: Describe a project that demanded accuracy from you. How did you go about it and what are some of the challenges you faced? If a project is not due for several weeks, when do think it's the best time to start working on it and why? | [employee comments] |
| MEETING MANAGEMENT: What efforts are you making to gain more knowledge about effective meeting management skills? What are you doing to ensure participants remain focused throughout a meeting? | [employee comments] |
| PRODUCT KNOWLEDGE: What efforts are you making to improve your understanding of different product specifications? What efforts are you making to know the customer experience offered by a product? | [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: |