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

An IT support manager supervises and leads the IT support staff ensuring that the department performs its functions accordingly. He/she participates in the repair and maintenance of software and computer system and also oversees the procurement and installation of new IT equipment.

Other responsibilities include coordinating training for new employees so that they can become familiar with the technology or equipment and ensure that all the users gain from the utilization of technology and internet. He/she also plans and organizes support, repair, and troubleshooting of IT equipment, tracks online security vulnerabilities and provides directives on the most effective measures. Finally, they oversee the training and education of the department staff based on the knowledge and skills needs.

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

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.

Always delivers talks or speeches before doing thorough research on the topic.

Maintains a boring conversation by asking close-ended questions that only require one-word answers.

1

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.

Shows commitment to the negotiation process and ensures that a deal is brokered in the end.

Is assertive when presenting views and ideas and seeks to make people understand what the key points are.

2

PROBLEM SOLVING: Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.

Not willing to be accommodative of other people's ideas and opinions.

Not willing to collaborate with other people to come up with solutions to problems.

1

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Sets goals but does not know how to zig and zag one's way or put a clear plan to achieve them

Does not encourage or support people who are facing challenges at work or offer solutions to the challenges they are facing

1

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Provides ongoing feedback and learning opportunities to the employees in order to develop their ability to perform and contribute to the company

Develops networks across boundaries in order to build strategic business relationships and achieve common goals

2

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

When given a choice always opts for the reputable one ensuring discipline is highly maintained

Builds an environment of dependability and trust around the workplace

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.

Yells at colleagues when they give constructive criticism about one's job performance

Does not show willingness to gain more skills and knowledge related to one's field

1

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Does not block sites that one considers inappropriate, potentially harmful or unimportant to the company

Does not give employees breaks for personal internet use or personal phone calls

1

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.

Gives up on unreasonable goals instead of trying to adjust them as necessary to fit one's own reality

Quits too soon; gets discouraged when things don't turn out as expected instead of trying again

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

Poor at communicating information and is hardly able to answer most questions related to a product

1

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

How well can you rate your verbal skills and what are you doing to improve?

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

[employee comments]
NEGOTIATION SKILLS:

Have you ever compromised to help reach an acceptable solution?

Have you ever lost your temper while negotiating with someone and what was the outcome?

[employee comments]
PROBLEM SOLVING:

How do you manage high-pressure situations that require fast and urgent attention?

Do you research well enough to get proper facts and information?

[employee comments]
INSPIRING OTHERS:

Describe a time when you have had to give inspiration to a colleague who was constantly late at work. How did you go about it? Did the person take your advice?

Can you give an example of two people who have really inspired you in life? What has been their impact on your career life?

[employee comments]
MANAGING AT TEAM:

How do you think your reporting staff would comment on your strengths, weaknesses, and managing style?

Is there a time when you have been a mentor to another aspiring manager? How did you go about creating that relationship?

[employee comments]
DEPENDABILITY:

Are you available when you need to complete a task or handle a difficult customer?

Are you a loyal person that your coworkers and management can rely on?

[employee comments]
SELF CONFIDENCE:

When is the last time you asked for assistance on a certain project from a colleague? What was the project?

Are there employees you consider more successful than you? How often do you have contact with them?

[employee comments]
MONITORING OTHERS:

What are some of the monitoring policies you have in your company? How do you make sure the employees follow the policy of timekeeping?

How do you access an employee's accountability? How do you deal with an employee who doesn't deliver their work on time?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you have faced challenges setting goals? What were the challenges and how did you overcome them?

What have you done to help other people to set realistic goals? Give the last time you did this

[employee comments]
PRODUCT KNOWLEDGE:

Can you think of a situation where you demonstrated your ability to fix problems associated with a product?

Have you ever failed to demonstrate how a product can be integrated with another? What did you do to improve?

[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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