Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a senior software engineer. Find the right words with quality phrases.
A Senior Software Engineer is tasked with the responsibility of overseeing the designing, developing and installing software solutions for a client. He or she will also offer technical support to software users and also participate in the development of software teams. They make use of their knowledge and experience in using programming languages and programs.
He or she will also perform the following roles: testing software systems and applications, documenting all software details and information, debug, write, and modify software problems for client applications, code writing for application and software development, conduct software training and presentations, mentor employees in methodologies of software development and perform verification tests on systems.
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. 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. | Encourages users of the systems to always perform backup operations from time to time. Ensures that all the client problems are sorted and that the client is satisfied at the end of it all. | 2 |
| KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity. | Is always late to work, functions, and meetings and takes a day off when a major or important event is taking place at work Is not able to speak up concisely and clearly or use body language that shows confidence when communicating ideas with team members or own bosses | 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. | Sets personal goals with none enhancing an excellent performance on the job Does not consult anyone before setting goals ending up working on the least important tasks first | 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 at how consistent a person is in finding new effective ways to perform tasks or solve issues | 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 Makes effort to take notes during a meeting and often delegates the task to a note taker | 2 |
| 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 Does not make any effort to evaluate the outcomes of a training session | 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 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 Rarely meets deadlines when designing programs and lacks the ability to work under pressure | 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 the basics of coding and programming and is always unable to design simple programs | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PROBLEM SOLVING: How do you manage high-pressure situations that require fast and urgent attention? Do you research well enough to get proper facts and information? | [employee comments] |
| TROUBLESHOOTING: How do you manage your clients and communicate to them the progress of their work? Have you ever been given feedback and you implemented it? How was the result? | [employee comments] |
| KNOWLEDGE OF JOB: What steps have you taken in the past to adjust your style when it was not meeting a project's expectations? What is the most difficult and challenging thing about your job? How do you handle it? | [employee comments] |
| DEVELOPING OTHERS: Do you have personal goals set before you can set the employee's goals? What do you spend your energies on ? development or bringing down? | [employee comments] |
| EVALUATING OTHERS: Describe a time when you went into a performance review without preparation. How did it go? What ways, if any, have you used to help underperforming colleagues improve their performance? | [employee comments] |
| MEETING MANAGEMENT: Were there any times you failed to assign roles to participants in a meeting? How did you correct the situation? What efforts are you making to follow up on meetings and document all the assigned tasks? | [employee comments] |
| TRAINING OTHERS: What efforts are you making to apply skills learnt in training session to advance your skill set and career? What are you doing to prepare for training sessions ahead of time? | [employee comments] |
| COMPUTER SKILLS: What are you doing to improve your knowledge in installing, using, and troubleshooting computer software 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 your experience with using cross-platform programming languages? Can you explain how your favorite program works in layman's language? | [employee comments] |
| TECHNICAL SKILLS: What do you to ensure that your technical skills are current? 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: |