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

A corporate IT network architect is responsible for designing, maintaining, and upgrading networks including Local Area Networks (LANs) and Wide Area Networks (WANs). He/she also creates extensions to networks and also evaluates the requirements of a new network such as bandwidth needs, security, infrastructure, and possible expansion

Apart from designing networks and creating extensions, He/she must ensure that the network can allow growth and is also involved in network modeling to inform organizational objectives should growth result in certain changes. He/she advises the management on potential growth, to enable them to develop appropriate upgrades, defines security equipment, and formulates ways of detecting issues before they escalate. Lastly, they maintain a record of the networks they design.

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.

Fails to utilize cross-selling opportunities and does not know how to overcome initial objections.

Handles one on one contact with customers poorly and usually prefers dealing with them on the phone.

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.

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

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.

Allows the negotiation process to go on without seeking any form of clarification on issues not well understood.

Does not exude any form of confidence and composure when putting points across.

1

INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements.

Does not usually approach issues and problems creatively and intelligently.

Does not show any willingness to continue learning by being open minded and receptive to other people's ideas.

1

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Tries to remember every topic one discusses with each person one meets in order to establish a familiar connection next time one meets them

Balances the amount of talking one does with the amount of talking the other person does, in order to know when to ask questions, while networking

2

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.

Shows great confidence in the ability to execute daily tasks

Devises new plans to help out often with severe challenges

2

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.

Does not hold good knowledge of the machines or equipment to be operated

Is not willing to do anything physical without others working on it

1

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.

Always backs down during an argument or disagreement to appease the other person

Finds it hard to accept one's flaws and feels like a failure at times

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.

Does not reward employees who have successfully attained their goals thus makes them feel demotivated to work on other goals

Shows the unwillingness to seek help when one does not understand the goals or is facing problems with the goals

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

1

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Explain a situation where you went an extra mile to serve a customer. What did you do?

How would you describe your relationship with clients? What impact has it had on your performance?

[employee comments]
VERBAL COMMUNICATION:

Who is the greatest orator that you admire and why do you admire them?

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

[employee comments]
NEGOTIATION SKILLS:

When negotiating how well do you take charge of the process?

Have you ever backed out of negotiation process and what was the outcome?

[employee comments]
INNOVATION:

Explain how you go about when solving a problem or an issue?

How well do you work with a group or team to come up with innovative ideas?

[employee comments]
NETWORKING:

How do you make sure to keep in touch with a new contact after the first meeting?

Is there a time when you have lost a great client due to poor networking techniques? What happened? What have you done to improve your networking skills?

[employee comments]
DEVELOPING OTHERS:

Do you have personal goals set before you can set the employee's goals?

What do you spend your energies on ? development or bringing down?

[employee comments]
PHYSICAL ABILITIES:

Do you help others to come up with workable goals for complicated tasks?

Do you have any health complications that the management should know about?

[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]
GOAL AND OBJECTIVE SETTING:

Suppose your goal is to run your own company in the next two years. How will you go about accomplishing this goal?

What do you look for in team members when setting goals for the team? How do you keep track of your team goals?

[employee comments]
MEETING MANAGEMENT:

What efforts are you making to gain more knowledge about effective meeting management skills?

Which approaches are you employing to hold more creative meetings and do you leave room for creativity?

[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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