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

A computer specialist is tasked with the primary responsibility of installing, modifying, and maintaining computer systems and equipment. He/she installs and makes minor repairs on software, hardware, and other organization's equipment as well as assisting in configuring the company's network system and ensuring their constant security.

Besides that, he or she will also get to perform the following functions; configure hardware and software systems, troubleshoot system problems, maintaining accurate logs, run diagnostics tests on the computer systems, test network connectivity, manage the company databases, maintain office systems in top shape, conduct user research from time to time and also identify and procure the required hardware and software.

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.

Does not yet have enough knowledge about the company products.

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.

Prepares adequately well before delivering that all-important speech before others.

Maintains good and proper body language while speaking to people.

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 decisive and assertive when it comes to coming up with solutions.

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

1

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.

Does not understand the balance between getting results and motivating employees

Does not care about the employee's personal need nor understand their circumstances

1

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Trains others on how to work professionally and uphold high standards of co-existing

Educates the employees to keep them acutely aware of the company standards, expectations, and values regarding fairness, honesty, and integrity

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.

Successfully finds new effective ways to perform difficult tasks that nobody wants to handle

Consistently watching for new measures to help the team overcome the challenges

2

PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face.

Lacks the motivation to keep on trying when one fails to accomplish a goal

Believes that good colleagues somehow are just smarter, or find tasks and projects easier than one does

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.

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

Surrounds oneself with people who do not have goals instead of those who aspire to do more with their life

1

SELF-DISCIPLINE AND SENSE OF DUTY: Self-Discipline and Sense of Duty is an active effort which helps in developing set ways for your thoughts, actions, and habits empowering your to stick to your decisions.

Uses own position and power at work to disrespect and mistreat other employees

Disregards the company's policy thus brings potential harm to the company, customers, and other employees

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

Hardly understands how a product addresses the needs of a client

1

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Do you keep customers informed proactively whether formally or informally to ensure they are knowledgeable about the company?

What do you understand by excellent customer service? Explain a time when you offered it.

[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]
PROBLEM SOLVING:

How well do you accommodate other people ideas and opinions when trying to solve a problem?

How well do you brainstorm before setting out to solve a problem?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are the goals you set achievable or do they cause work stress among the employees?

How well do you advise those who want to grow and expand their career?

[employee comments]
ETHICAL BEHAVIOR:

Have you acquired a relationship of trust with other co-workers and management?

Do you provide honest feedback when asked to give any?

[employee comments]
PHYSICAL ABILITIES:

Are you willing to help out in tasks that require manual strength

Are you physically fit to take on tasks that require human strength?

[employee comments]
PERSISTENCE:

How do you show persistence in the workplace? Describe a situation that has forced you to remain persistent at work

Is there a time you have persuaded your manager to accept an idea that you knew he/she would not like? What resistance did you meet and how did you overcome it?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you failed to meet your goals because they were unreal? What did you do?

How do you prioritize your goals in order to make them more achievable?

[employee comments]
SELF-DISCIPLINE AND SENSE OF DUTY:

Is there a time when you were not pleased with the outcome of your goals? If yes, how did you go about it?

Describe a time when you have been able to juggle multiple important projects due to your ability to remain self-disciplined. What challenges did you face and how did you overcome them?

[employee comments]
PRODUCT KNOWLEDGE:

What efforts are you making to understand how a product compares to rival products?

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:

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