Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a network architect. Find the right words with quality phrases.
A network architect designs networks and provides expert advice on telecommunications. He/she interprets business requirements and translates them into the new networks. The understanding of the specific business needs is essential for a professional acting in this capacity.
Other duties include providing technological developments that are well aligned with the business's strategic direction and existing financial resources. He/she also works together with other technical specialists including applications, server, and enterprise architects, to make sure there is harmony among technology portfolios. They are also involved in the development of standards for regulating networks and also offers advice to customers based on their needs. Lastly, he/she is responsible for evaluating and reviewing new network technologies against strategic business goals.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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. | Rarely solves customers? queries and refers them to the management for solutions. Does not value the importance of customer service training, is frequently late to class, and sometimes fails to attend. | 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 eloquence when it comes to delivering speeches and talks. | 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. | Does not prepare well before negotiation process and uses outdated facts and figures. Finds it difficult to build rapport with the negotiating parties and does not engage well with others. | 1 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Is not willing to take risks to achieve great results. Does not know how to develop and maintain strong working relationships with people. | 1 |
| NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests. | Dresses well, looks sharp and conducts oneself respectfully in order to make a good first impression when meeting potential business partners Uses professional language when interacting with online and physical clients | 2 |
| STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals. | Gives each employee sufficient time to accomplish the specific objectives assigned to him/her Always has objectives, timelines, a budget and the right people to develop an effective strategic plan | 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. | Fails to communicate effectively on the right steps of using a particular equipment Does not use the latest systems in executing tasks making it hard for tasks to be completed promptly | 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. | Is indecisive and always needs the help of others even when making the most simple decisions Is always afraid to say yes to new challenges for fear of making mistakes | 1 |
| CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues. | Is unable to step back and see the big picture and does not recognize the need to obtain more or high-quality information Seems disinterested in learning and understanding different operations in one's department thus misses on important trends | 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. | Invites unnecessary people to meetings and ends up wasting a lot of time and resources Hardly issues participants with a list of topics to be discussed in advance | 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: Give an instance you were given the opportunity to talk to people. What was the reaction? How do you prepare yourself before you talk to people and has it been of help to you? | [employee comments] |
| NEGOTIATION SKILLS: When negotiating how well do you take charge of the process? Explain an instance that you hit a dead-end in a negotiation process. What did you do to reach a conclusion? | [employee comments] |
| INNOVATION: Give an instance you thought critically and came up with workable solutions? Do you delegate work and how has it benefitted you as an individual? | [employee comments] |
| NETWORKING: What qualities do you look for in professionals when networking? What do you do when a client turns you down or shows no interest in what you have to offer? Give two examples of when this happened | [employee comments] |
| STRATEGIC PLANNING: If you were assigned a new project, what are the steps you would take to get the project moving and on track? Describe a time when you have cooperated in the planning of a project. What was your role? | [employee comments] |
| PHYSICAL ABILITIES: Do you stay updated on the new technology that is in the market for the equipment you are working with Do you have any health complications that the management should know about? | [employee comments] |
| SELF CONFIDENCE: Is there a time you interjected a different side of an issue or a different point of view? How did you go about it? Have you had times when others questioned your ability to handle a certain task? How have you handled such situations? | [employee comments] |
| CONCEPTUAL THINKING: Can you give an example of when you integrated seemingly unrelated information in order to anticipate a problem or analyze a situation? Give an example of a problem you solved when important facts were unavailable. What was the outcome? How was this problem affecting other employees? | [employee comments] |
| MEETING MANAGEMENT: What are you doing to ensure that you start and end meetings as scheduled? Have you ever failed to take notes during a meeting? How did you correct the mistake? | [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: |