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

A senior network architect oversees network designing, integration, and implementation. He/she is supposed to have evident leadership skills and expertise in the field of network design and integration and supports the delivery of IT equipment and solutions by consulting with clients and engaging them in network architecture.

Other responsibilities include assessing, planning, designing, and implementing networks equipment such as firewalls, routing/switching, load balancer, optical, WAN, and LAN. He/she also leads other staff and contributes directions in cloud migration and other network activities and also develops standards and policies for effective and safe running of the networks. Lastly, he/she plans training for the staff regarding new network infrastructure.

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.

Rarely solves customers? queries and refers them to the management for solutions.

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.

Knows audience well enough and uses the correct language and terms that will suit them perfectly.

Maintains good and proper body language while speaking to people.

2

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.

Tells everyone what one is good at instead of letting one's actions speak for themselves

Is unwilling to share one's knowledge; does not share what one has read with others or some of the inspirational books one has read

1

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

Builds relationships that only benefit oneself; is not honest, sincere or ready to build something that will benefit both parties

Stays talking to a person one already knows instead of interacting with those one doesn't know

1

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.

Defines or redefines the company's mission in order to enable the key people to share the same view of the company's philosophy, goals, and future direction

Holds communication sessions with different stakeholders in order to present the plan and involve them in its implementation, operation, or review

2

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.

Always demonstrates an extraordinary amount of dedication and sensitivity to the needs of others

Shows respect to each team member in the company without favoritism

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

Does not have perfect skills as displayed on the job application

1

SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace.

Does not show willingness to listen to new ideas and opinions from other employees and clients

Represses one's own emotions and denies their causes and lacks the ability to bend and flex with them

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 satisfied with one's way of thinking and solving problems and does not see the need to improve by reading or asking colleagues for advice

Is unable to identify the relationship between the information and the context thus works only from own assumptions about the information

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

Makes little attempts to pre-write important points and often fails to take notes during meetings

1

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Have you ever anticipated an adverse reaction from a customer? Which measures did you take?

Which biggest challenge have you encountered in customer service and how did you deal with it?

[employee comments]
VERBAL COMMUNICATION:

Have you ever tried to think about what you would say from another person's perspective?

Do you give people ample time to talk before you state your point or views?

[employee comments]
INSPIRING OTHERS:

People observe what you do more than they listen to how you speak. How do you ensure that your actions inspire others at work?

Is there a time when you have had difficulties getting a colleague to accept your advice? What was your approach?

[employee comments]
NETWORKING:

How has making new connections improved your professional and personal skills?

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]
STRATEGIC PLANNING:

What are the steps and methods you have used to define a vision for your position or department?

What factors do you consider when selecting the right people for your strategic planning team?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Do you give enough directions to the employees or you leave them to figure things out?

Are you a fountain of energy and comfort to demoralized employees?

[employee comments]
PHYSICAL ABILITIES:

Are you well equipped for the tasks you applied for?

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

[employee comments]
SELF AWARENESS:

Is there a time when you were surprised about the positive impact your words or behavior had on a colleague or client?

Are there times when you have reacted to someone or something in the workplace in a way you did not intend to? How did you fix that?

[employee comments]
CONCEPTUAL THINKING:

Describe a problem you were solving where you had to work with a concept that was abstract rather that tangible and concrete. What was the outcome?

Is there a time when you had to analyze information and make a recommendation? How did you go about that?

[employee comments]
MEETING MANAGEMENT:

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

Have you ever failed to take notes during a meeting? How did you correct the mistake?

[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