Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a software engineer. Find the right words with quality phrases.
A Software Engineer is responsible for designing and developing efficient and effective software solutions that aim to meet a client's needs and may have a specialization in databases or web development or even both. He or she will work on various systems including operating systems, content management, and web-based applications.
In addition to that major role, he or she will perform other tasks such as; performing system integration testing, undertake database administration, develop new product concepts, participate in product development, conducting research on new technologies in the market, perform debugging procedures and analyze clients? needs and develop the right product for them.
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 take the time to listen keenly to what others have to say or contribute. Does not manage client-related issues in a professional manner and customers are left unsatisfied. | 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. | Encourages users of the systems to always perform backup operations from time to time. Knows how to establish and maintain personal networks and relationships that are useful in troubleshooting. | 2 |
| COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others. | Prefers doing things on one's own; Does not listen to team members' ideas on how to solve a problem or improve a situation in the group Does not persuade others to act in the best interests of customers, colleagues and other teams within the company | 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. | Does not do well under pressure likely to overlook the important details Always the bridge of conflicts among the coworkers fueling conflict on one side | 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 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. | Encourages use of creative approaches of holding meetings and shows willingness to leave room for creativity Demonstrates willingness to learn more meeting management skills to improve future meetings | 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 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 Hardly seeks for assistance when faced with a problem related to using a computer service | 1 |
| PROGRAMMING SKILLS: Programming Skills is the ability to use technical languages, tools, and operating systems professionally in the workplace. | Demonstrates little willingness to follow and learn the latest trends in 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. | Always lags behind others in working with new and complex systems Does not understand how to follow technical specifications when designing new systems | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PROBLEM SOLVING: Give an instance you solved a problem, and it was successful. Are you in most cases conversant with what the problem is before you solve it? | [employee comments] |
| TROUBLESHOOTING: Give an instance you tried to troubleshoot, and you were not successful. Give an instance you failed to deliver a task you had been given by a client. How did you resolve it? | [employee comments] |
| COLLABORATING WITH OTHERS: Can you give the best example of a time when you worked cooperatively as a team member to complete an important task? Some people prefer working alone while other prefer working as a team. What do you prefer and why? | [employee comments] |
| WORK ATTITUDE: Do you allow others to air their opinions or give you new ideas you can implement? Are you always armed with the right attitude no matter the situation? | [employee comments] |
| EVALUATING OTHERS: Describe a time when you went into a performance review without preparation. How did it go? 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? What are you doing to ensure participants remain focused throughout a meeting? | [employee comments] |
| TRAINING OTHERS: How often do you encourage team members to take part in training sessions? Do you seek for extra assistance from colleagues on complex concepts learned in training sessions? | [employee comments] |
| COMPUTER SKILLS: What are you doing to improve your knowledge in installing, using, and troubleshooting computer software How often do you backup computer data and which data backup techniques do you use? | [employee comments] |
| PROGRAMMING SKILLS: Have you ever attempted to create a program from scratch? Which challenges did you face? Have you ever made suggestions that improved an existing program? | [employee comments] |
| TECHNICAL SKILLS: Have you ever made suggestions that improved an existing technical system? 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: |