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

An Application Integration Engineer is responsible for creating and modifying computer applications to maximize its value and meet the needs of the company. He/she coordinates all activities that will involve the gathering of information to determine requirements for applications and integrations that meet the objectives of the organization as well as analyzing business requirements and ensure that they are all met in line with the company needs.

Other duties include assessing whether to buy or build applications, develop software solutions after analyzing the needs of the client; design, code and debug system software; write system manuals and procedures; configure networks correctly; integrate current and new systems; undertake software analysis and perform software simulations and modeling.

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

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.

Does not know how to present a problem in ways that people can understand.

Does not always monitor the decisions made to ensure that they have a positive impact.

1

TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system.

Knows how well to handle clients and their various problems.

Tries to seek assistance on issues that are difficult to handle.

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.

Has no established goals to develop the skills, abilities, and expertise further

Does not consult anyone before setting goals ending up working on the least important tasks first

1

EMOTIONAL INTELLIGENCE: Emotional Intelligence is the capability to identify your emotions, understand what they are telling me and realize how the feelings are affecting you and the people around you.

Does not have the ability to control and handle anger, frustrations, annoyance, sorrow and other emotions

Struggles to set goals that align with personal motivation and does not show interest in focusing on achieving performance goals

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

Watches to see whether or not a person is able to remain calm and composed when facing a difficult situation or when under pressure

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.

Allows for some few minutes before starting a meeting to ensure most participants have arrived

Contributes to the discussion and allows for minimal off-topic discussions

2

TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace.

Makes little attempts to apply skills learned in training session to advance skill set and career

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.

Demonstrates little familiarity with computer security issues and copyright laws

Does not show willingness to learn how to use computer aided design technologies to create technical illustrations

1

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

Demonstrates little knowledge on how to use cross-platform programming languages

Does not know how to check for errors when a program fails to work as expected

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.

Demonstrates little knowledge about how complex systems and processes work

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

1

Self Evaluation

Self Evaluation Question

Employee Comments

PROBLEM SOLVING:

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

How well are you keen on everything that is happening around you?

[employee comments]
TROUBLESHOOTING:

Give an instance that you used your past knowledge to solve a current problem?

What do you consider as your best and worst experience when it comes to troubleshooting?

[employee comments]
DEVELOPING OTHERS:

Do you have personal goals set before you can set the employee's goals?

Do you delight in developing others? capability and making them better?

[employee comments]
EMOTIONAL INTELLIGENCE:

What is your greatest weakness? Can you give situations when your weakness was tested in the workplace?

Can you describe a time when understanding your colleague's perspective helped you resolve an issue or accomplish a task?

[employee comments]
EVALUATING OTHERS:

Is there a time when you have not been honest when giving feedback? If yes, why is that?

How have you helped a person, who is motivated and excited about his ability, continue to grow and develop?

[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]
TRAINING OTHERS:

How often do you participate in specialized training and what efforts are you making to look for more training opportunities?

Can you think of a situation where you improved your learning after evaluating learning outcomes of a training session?

[employee comments]
COMPUTER SKILLS:

Have you ever tried to create a computer network unsuccessfully? How did you solve the challenges faced?

Have you ever tried to use computer aided design techniques and failed? What did you do to succeed?

[employee comments]
PROGRAMMING SKILLS:

Can you describe an instance where your application failed to execute? What did you do to solve the problem?

Can you describe a time when you saved time by designing a program to automate a process?

[employee comments]
TECHNICAL SKILLS:

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

What efforts are you making to learn new technologies and remain updated with technology?

[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:

Related Articles