Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a software development engineer. Find the right words with quality phrases.
A Software Development Engineer has the major role in developing information systems by designing, developing, and installing software solutions. He/she develops the various channels through which software functions will work and will also recommend which products to be purchased and how they will be tested to ensure they are of high quality and durable.
In addition he / she performs the following roles; design and modify software programs, install software applications and operating systems, perform systems tests, develop software solutions for the clients, protect the client's or organization's confidential information, conduct system analysis, recommend any change or solutions that needs to be made and document and present all data and information in a clear and understandable manner.
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 |
|---|---|---|
| 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. Always in a hurry to make decisions and does not think things through. | 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. | Exhibits good knowledge of the equipment interface and uses it well in troubleshooting. Shows good critical and logical thinking capabilities when trying to find solutions. | 2 |
| MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups. | Often picks fights with uncooperative, unreasonable and frustrating employees, customers, and suppliers Allows things unrelated to one's goals, such as social life or annoying bosses, kill own drive at work | 1 |
| 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. | Does not set goals in line with the company's policy No improvement of performance from the last evaluation period to the current one | 1 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Looks not only at how well a person closes a deal with a customer but also at how well they work through the whole process 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. | Reviews the participants list during a meeting to ensure most of the important participants have attended Encourages different roles to be assigned to different participants to improve the productivity of a meeting | 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. | Possesses little understanding about the basic steps of installing common operating systems Does not show willingness to learn more about file management | 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 Shows little interest to learn how to create more impressive web pages using appropriate web design techniques and programming paradigms | 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. | Always lags behind others in working with new and complex systems Slow at learning new technologies and makes little effort to remain updated with technology | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PROBLEM SOLVING: How well do you solve issues and are you confident in your abilities? How well do you brainstorm before setting out to solve a problem? | [employee comments] |
| TROUBLESHOOTING: How do you manage your clients and communicate to them the progress of their work? What do you consider as your best and worst experience when it comes to troubleshooting? | [employee comments] |
| MOTIVATING OTHERS: Do you prefer working in a busy environment or one that is quiet? Why? What is the biggest goal you have ever accomplished? Why do you consider it the biggest? Describe the problems you faced, if any | [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] |
| EVALUATING OTHERS: What techniques have you used to evaluate others? What have you done to improve these techniques? How do you think a company benefits from regularly evaluating its employees? | [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] |
| TRAINING OTHERS: What are you doing to concentrate during training sessions and do you encourage others to concentrate? How often do you encourage team members to share concepts learned in training sessions? | [employee comments] |
| COMPUTER SKILLS: What efforts are you making to become more familiar with different computer hardware components? What efforts are you making to become more familiar with computer security issues and copyright laws? | [employee comments] |
| PROGRAMMING SKILLS: What do you to ensure that your programming skills are current? Can you explain your approach when creating a new program? Which steps do you follow? | [employee comments] |
| TECHNICAL SKILLS: What do you to ensure that your technical skills are current? How often do you train others in your area of expertise and how often do you share your knowledge? | [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: |