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

A Software Developer has the primary role of developing computer applications that will allow end-users to perform a certain task seamlessly. They play a very crucial role in designing, installing, testing and maintaining software systems. Once they develop the new systems, they also ensure that they integrate them with other systems to make sure that everything works correctly.

Other tasks include; reviewing current and new systems, writing program codes, performing real-time testing on the systems, debug software and application issues, write and maintain training manuals for the end-users, maintaining all computer systems once they are up and running, organize and conduct software training and reporting the progress of all software development projects.

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.

Finds it difficult to deal with customers who are overly demanding and always passes them on to the manager.

Receives average scores on customer satisfaction surveys at all times

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.

Refrains from speaking too often or having the urge to interrupt others while they speak.

Maintains good and proper body language while speaking to people.

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.

Unwilling to work with others or help them accomplish their goals

Cannot be relied upon to coach others or share knowledge

1

ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong.

Does not feel free to express wishes, thoughts, and feelings and to encourage others to do likewise

Lacks good listening skills. Responds quickly without listening carefully to what the other person has to say, thus missing important details

1

EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Observes a person to see how they respond to change:- whether they are cheerful or complaining when handling new tasks

Looks at how consistent a person is in finding new effective ways to perform tasks or solve issues

2

PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.

Keeps weekly and daily goals checklists in order to keep track of one's most important tasks and stay committed to accomplishing them

Establishes a periodic check-in halfway between the goals in order to determine whether one has done enough or needs to adjust the timeline

2

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.

Criticizes team members who fail to achieve their goals instead of working closely with them and trying to find out where the problem is

Describes own goals and objectives in a negative way thus feels demotivated and lacks morale to accomplish them

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

Does not show willingness to learn more meeting management skills to improve future meetings

1

PROGRAMMING SKILLS: Programming Skills is the ability to use technical languages, tools, and operating systems professionally in the workplace.

Possesses a negative attitude towards continuing education opportunities related to programming

Rarely meets deadlines when designing programs and lacks the ability to work under pressure

1

TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace.

Lags behind others in keeping technical skills current and has a negative attitude towards learning complex skills

Does not understand how to follow technical specifications when designing new systems

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

[employee comments]
DEVELOPING OTHERS:

Are you reliable to train and coach the employees to produce a better workforce?

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

[employee comments]
ASSERTIVENESS:

Is there a time you had to speak up in order to be sure that other people knew what felt or thought?

Have you ever been in a situation where you were motivated to question your employer's decision?

[employee comments]
EVALUATING OTHERS:

How do you prepare for an evaluation process? How do you make sure that a person knows exactly what you are looking for?

In your opinion, do you think evaluating a person can give an adequate reflection of their character?

[employee comments]
PERSONAL COMMITMENT:

After setting your goals, how do you keep track of your progress? What do you do when you realize that you have done less than you expected?

Describe a project that was implemented because of your personal commitment. What was your role in the project?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Describe one of the greatest accomplishment in your career life. What are some of the challenges you faced along the way?

Is there a time when you were working on an important goal, but then you realized that you couldn't achieve it when you were already halfway done? What did you do?

[employee comments]
MEETING MANAGEMENT:

What are you doing to ensure that you start and end meetings as scheduled?

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

[employee comments]
PROGRAMMING SKILLS:

How do you handle errors in your code when a program fails to execute?

Have you ever made suggestions that improved an existing program?

[employee comments]
TECHNICAL SKILLS:

What do you to ensure that your technical skills are current?

Have you ever attempted to apply your technical skills to create a new and working system from scratch?

[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: