Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a computer consultant. Find the right words with quality phrases.
A Computer Consultant has the primary role of analyzing the company's Information communication and technology systems and structures to ensure that everything is working seamlessly and in line with the established standard procedures. He/she will offer consultation services to the company on all Information Technology related issues and help come up with appropriate and workable solutions.
Besides that consultative role, he or she will get to perform the following roles; perform data recovery processes and procedures, undertake computer software installation and management, designing a company's computer systems, analyzing the company's data, writing and documenting reports, facilitates user trainings, perform troubleshooting procedures and perform computer systems repairs.
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 |
|---|---|---|
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Does not usually approach issues and problems creatively and intelligently. Seems comfortable in a comfort zone and is not willing to go the extra mile. | 1 |
| 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. | Keeps things calm even when required to make quick decisions under high pressure. Shows the willingness to change tact whenever the conditions change. | 2 |
| 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. | Does not have the technical deduction and logical isolation skills and capabilities. Does not show any strong critical thinking and design thinking abilities. | 1 |
| WORK ATTITUDE: Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there. | Needs to learn how to control his temper and working attitude when under pressure High rude to the coworkers and does not receive any remarks very well | 1 |
| SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace. | Creates time to reflect; looks back at failures and setbacks in order to identify and apply key learning for self and others Identifies gaps in one's own skill set and takes advantage of the learning opportunities in order to enhance effectiveness | 2 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Finds something good to say about others even when one does not like what they have produced Looks for evidence that a person shows sound judgment when assessing multiple opportunities | 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. | 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 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Assumes to know everything and does not seek for extra assistance from colleagues on complex concepts learned in training sessions Rarely encourages team members to share concepts learned in training sessions | 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 a below average typing speed when using word processors accompanied with a lot of inaccuracy Lacks enough knowledge on how to create, use, and troubleshoot computer networks | 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. | Does not train others in an area of expertise and hardly shares knowledge with colleagues Does not understand how to follow technical specifications when designing new systems | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INNOVATION: Give an instance that you had to fall on your plan B when things did not work out as intended? Describe the best and the worst decision you have ever made? | [employee comments] |
| PROBLEM SOLVING: Give an instance you solved a problem, and it was successful. 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? Have you ever sought help when you were stuck at a given point and what new thing did you learn? | [employee comments] |
| WORK ATTITUDE: Are you quick to congratulate coworkers who are doing their level best? Are you always armed with the right attitude no matter the situation? | [employee comments] |
| SELF AWARENESS: Describe times when you have been in a good mood at work. What impact did that have on your performance and colleagues? Can you list five things that you have learned about yourself in the last two years, that are relevant to how you work? | [employee comments] |
| EVALUATING OTHERS: Describe a time when you have had to deliver negative feedback to a colleague. How did you make sure not to hurt their feelings? In your opinion, do you think evaluating a person can give an adequate reflection of their character? | [employee comments] |
| MEETING MANAGEMENT: What are you doing to ensure that you start and end meetings as scheduled? What efforts are you making to ensure all meetings have a clear agenda? | [employee comments] |
| TRAINING OTHERS: What are you doing to learn new skills and to develop a positive attitude towards complex training sessions? Do you seek for extra assistance from colleagues on complex concepts learned in training sessions? | [employee comments] |
| COMPUTER SKILLS: Have you ever tried to create a computer network unsuccessfully? How did you solve the challenges faced? What efforts are you making to learn how to install different types of operating systems? | [employee comments] |
| TECHNICAL SKILLS: What are you doing to improve your ability to troubleshoot and maintain basic devices and machines? 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: |