Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a technical consultant. Find the right words with quality phrases.
A Technical Consultant has the overall duty of ensuring that the company and its clients understand a concept, program or product in the best possible manner by tackling any issue that might be raised. He/she is considered to be very knowledgeable about a particular area and therefore helps people to have a better understanding of the same.
He or she will get to perform other roles and responsibilities such as; testing products and applications to ensure they meet the required standard, perform troubleshooting issues on software, resolve any user related problems, document all process and procedures, attend meeting and seminars, meet with clients to determine their needs and develop appropriate solutions to clients? problems
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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. Not willing to collaborate with other people to come up with solutions to problems. | 1 |
| SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds. | Clearly marks a potential safety concern by placing an appropriate visible sign in a place where the potential hazard could occur Requires employees to read material safety data sheets for chemicals in order to know how to handle specific chemicals | 2 |
| 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. | Fails to maintain a friendly attitude in times of work stress changing to a high tone and harsh voice Always works against the company policy by declaring everything difficult | 1 |
| ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task. | Does not give one's brain time to relax; always hops from one project to the other without considering taking some rest Sometimes makes errors that lead to significant problems for the company and other employees | 1 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Looks for evidence of a person persisting and never giving up in spite of difficult situations Looks for evidence that a person sets clear goals that match the company's objectives | 2 |
| 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. | Gives up more comfortable and confident options and takes a more challenging path while in order to achieve one's goals Keeps goals close by writing them in a journal in order to stay focused even when one lacks personal motivation | 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. | Invites unnecessary people to meetings and ends up wasting a lot of time and resources Does not show willingness to learn more meeting management skills to improve future meetings | 1 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Does not acknowledge the importance of training and hardly concentrates during training sessions Lacks the interest to learn new skills and has a negative attitude towards complex 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. | 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 |
| 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 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 accommodate other people ideas and opinions when trying to solve a problem? Are you in most cases conversant with what the problem is before you solve it? | [employee comments] |
| SAFETY AT WORK: How do you set your company's safety rules? How do you make sure that every employee follows these rules? Can you give an example of a time when you had to stop an important process due to the danger of imminent accidents? | [employee comments] |
| WORK ATTITUDE: Are you an asset to your company or a strict liability that only causes conflict? How do you handle workplace stress and work related pressures? | [employee comments] |
| ATTENTION TO DETAIL: Have you been in a situation where you had an option to leave the details to others or take care of the details yourself? What did you do? Can you describe a time when you were able to produce quality work when under pressure? How did you go about ensuring the quality of your work? | [employee comments] |
| EVALUATING OTHERS: Describe a time when you went into a performance review without preparation. How did it go? How do you think a company benefits from regularly evaluating its employees? | [employee comments] |
| PERSONAL COMMITMENT: After setting your goals, how do you keep track of your progress? What do you do when you realize that you have done less than you expected? When is the last time you took a project that demanded a lot of personal commitment? What did you do to remain committed to accomplishing it? | [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? How often do you encourage team members to share concepts learned in training sessions? | [employee comments] |
| COMPUTER SKILLS: What efforts are you making to improve your typing speed and accuracy? What efforts are you making to become more familiar with computer security issues and copyright laws? | [employee comments] |
| TECHNICAL SKILLS: What are you doing to improve your ability to troubleshoot and maintain basic devices and machines? Have you ever failed to follow technical instructions when using a new system? What did you do to improve? | [employee comments] |
Summary |
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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: |