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

A personal computer network analyst designs and implements networks such as intranets, extranets, LAN, and WAN for individual clients. He/she analyzes and plans networks for personal computers to develop an integrated workstation.

Other tasks include modeling networks and using the models to explain to clients about their effectiveness. He/she also projects network needs upon increased growth in the future and they work with the client to find a network that allows expansion. He/she is also responsible for developing security measures for the networks he/she develops for clients. They may also participate in researching hardware and software required for the networks. Finally, they recommend the most effective and reliable network components

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.

Finds out if the other person understands what is being discussed during a conversation and explains unclear issues.

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 not willing to share one's failures and successes as a way to help other employees understand that they are not the only ones who face challenges

1

ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc.

Always has a hard time understanding what the results should be and keeps questioning the management

Sticks to the company's policies without thinking outside the box

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.

Excellent ability in learning and understanding key tricks on the new technology

Always willing to jump in and learn something new to help make work easier

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.

Volunteers for a task or project that feels like a stretch but matches one's own interests

Looks for online courses and attends seminars in order to grow capabilities to counteract any feelings of inadequacy

2

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.

Sets goals without a clear plan on how to achieve them thus loses track along the way

Sets goals based on what others want one to become instead of aligning them with the vision one has for own life

1

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Sets unrealistic goals for employees, which kills their energy and motivation to work on the goals

Delegates tasks to team members without considering their skills, strengths, or weaknesses

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

Hardly issues participants with a list of topics to be discussed in advance

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.

Demonstrates little awareness about the customer experience offered by a product

Hardly understands how a product addresses the needs of a client

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?

Is there a time you understood a customer's circumstances quickly? What did you do?

[employee comments]
VERBAL COMMUNICATION:

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

How do you respond to feedback and criticism and do you encourage people to give you feedback and citric your speech?

[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?

How do you reward employees whose work exceeds your expectations? Give an example of when this has happened

[employee comments]
ORIENTATION TO WORK:

Do you follow the company's policies in executing the tasks given?

Are you too hard on yourself when you make mistakes?

[employee comments]
PHYSICAL ABILITIES:

Has the company provided all the protective gear required to handle such 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?

Do you feel full of self-confidence or do you wish you had more of it?

[employee comments]
REALISTIC GOAL SETTING:

How do you decide on your goals? How do you ensure that they are realistic?

What are some of the things that you have done to improve your ability to set realistic goals?

[employee comments]
QUALITY OF WORK:

Describe the most challenging task you have handled. What made it challenging and what was the quality of work produced?

What courses, if any, have you taken to improve the quality of service you give to your customers? How has this benefited your company?

[employee comments]
MEETING MANAGEMENT:

Have you ever failed to give participants the topic to be discussed beforehand? How did you correct the mistake?

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

[employee comments]
PRODUCT KNOWLEDGE:

What are you doing to enhance your understanding of industry trends, terminologies, and concepts surrounding a product?

What are you doing to improve your ability to explain to a client how a new product works?

[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