Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an information security specialist. Find the right words with quality phrases.
An information security specialist is tasked with the responsibility of safeguarding information systems by way of identifying and solving security system problems. He/she will guarantee the protection of the organization's systems through defining access privileges and control structures. The specialist will also be tasked with maintaining quality service by observing organizational standards.
In addition to that, he or she will also get to handle the following tasks; determining any security flaws, develop security patches when needed, reporting any security violation, perform system updates, participate in security related forums like workshops, organize and handle training on security protocols and preventing data loss by observing firewalls and switches.
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 |
|---|---|---|
| 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 Does not consult anyone before setting goals ending up working on the least important tasks first | 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. | Successfully applies knowledge acquired in the daily tasks that are undertaken Consistently watching for new measures to help the team overcome the challenges | 2 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Does not offer suggestions on how others should improve what they have produced as well as their weak areas Lacks confidentiality; discusses another person's weak areas with other employees | 1 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Reads employees emails but does not notify them of the policy that allows their emails to be read Uses video surveillance to discourage customers from stealing the company's products but not to monitor employees' activities and productivity | 1 |
| 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 |
| MEETING MANAGEMENT: Meeting Management is the skill to know and understands the reason why an official meeting should be held and who should attend. | Makes enough effort to provide participants with a written agenda for the meeting in advance Makes effort to take notes during a meeting and often delegates the task to a note taker | 2 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Hardly encourages team members to take part in training sessions Constantly fails to prepare for training sessions ahead of time | 1 |
| COMPUTER SKILLS: Computer Skills are the necessary computer working skills that each employee need to have while seeking to get admitted into the professional world. | Hardly knows how to troubleshoot basic computer hardware problems and is unfamiliar with most basic hardware components Lacks enough knowledge on how to create, use, and troubleshoot computer networks | 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 Shows unwillingness to work in a team when designing complex programs | 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 |
|---|---|
| DEVELOPING OTHERS: Do you have personal goals set before you can set the employee's goals? Are you interested in the growth and development of the company? | [employee comments] |
| PHYSICAL ABILITIES: Are you willing to help out in tasks that require manual strength Do you have any health complications that the management should know about? | [employee comments] |
| EVALUATING OTHERS: Describe a time when you went into a performance review without preparation. How did it go? In your opinion, do you think evaluating a person can give an adequate reflection of their character? | [employee comments] |
| MONITORING OTHERS: Is there a time when you felt your monitoring system is not giving you what you expected? What did you do? Is there a time when you have had changes in monitoring policy? What have you done to make sure that employees are aware of changes in the monitoring policy? | [employee comments] |
| PERSONAL COMMITMENT: What do you use to plan your tasks? Is there a time when you missed an appointment due to lack of proper planning? Describe a project that was implemented because of your personal commitment. What was your role in the project? | [employee comments] |
| MEETING MANAGEMENT: What efforts are you making to gain more knowledge about effective meeting management skills? What are you doing to ensure participants remain focused throughout a meeting? | [employee comments] |
| TRAINING OTHERS: What efforts are you making to apply skills learnt in training session to advance your skill set and career? What are you doing to prepare for training sessions ahead of time? | [employee comments] |
| COMPUTER SKILLS: What are you doing to improve your knowledge in installing, using, and troubleshooting computer software What efforts are you making to become more familiar with computer security issues and copyright laws? | [employee comments] |
| PROGRAMMING SKILLS: Can you describe an instance where your application failed to execute? What did you do to solve the problem? Describe a situation when you were working under pressure and your program was not running. What did you do? | [employee comments] |
| TECHNICAL SKILLS: What are you doing to improve your ability to troubleshoot and maintain basic devices and machines? 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: |