Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a computer support specialist. Find the right words with quality phrases.
A Computer Support Specialist is a profession who is hired by a company to offer high quality technical assistance to all computer users. He/she ensures that all users are well conversant with the computer systems usage. Also, he or she will offer advice to the clients on how best to manage their computer related systems.
Besides that major role, he/she undertakes the following assigned roles; troubleshoot computer problems, run diagnostic programs to determine the source of the problem, consult on the procurement of new systems, writing training manuals, overseeing all computer information systems and their use, configuring and troubleshooting the network and offering client support.
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. | Not decisive and assertive when it comes to coming up with solutions. 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. | Exhibits good knowledge of the equipment interface and uses it well in troubleshooting. Knows how to establish and maintain personal networks and relationships that are useful in troubleshooting. | 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 in a hurry to finish a task or project thus misses important steps or submits poor-quality work Gets depressed when faced with challenges; is not able to remain when faced with a difficult situation | 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. | Fails to maintain a friendly attitude in times of work stress changing to a high tone and harsh voice Carries an unfortunate viewpoint that always causes the team to lose the bearing | 1 |
| EMOTIONAL INTELLIGENCE: Emotional Intelligence is the capability to identify your emotions, understand what they are telling me and realize how the feelings are affecting you and the people around you. | Addresses issues in a professional, constructive way, and persuades others to approach issues in the same manner Uses gentle humor, while explaining things that are difficult to express, without creating a flat | 2 |
| CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results. | Dedicates more of one's time to the completion of one's actual job duties in order to increase productivity Pays attention to the little details in order to catch mistakes that might cause the company to lose its credibility | 2 |
| PROBLEM/SITUATION ANALYSIS: Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down. | Believes in perfection; spends time going through a problem over and over instead of trying out the available solutions and looking for changes afterward Does not care about checking the progress of the implemented solutions or suggesting changes | 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 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. | Hardly knows how to troubleshoot basic computer hardware problems and is unfamiliar with most basic hardware components Does not show willingness to learn how to use computer aided design technologies to create technical illustrations | 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 a situation that you solved a problem, and it was unsuccessful. Do you research well enough to get proper facts and information? | [employee comments] |
| TROUBLESHOOTING: Give an instance that you used your past knowledge to solve a current problem? Give an instance you failed to deliver a task you had been given by a client. How did you resolve it? | [employee comments] |
| KNOWLEDGE OF JOB: Can you describe two instances when you have demonstrated knowledge of job at work? Think of a time when you were assigned a very sensitive task. How did you gather all the required information to perform the task? | [employee comments] |
| WORK ATTITUDE: Are you an asset to your company or a strict liability that only causes conflict? Are you emotionally stable or do you flare up in uncontrollable anger? | [employee comments] |
| EMOTIONAL INTELLIGENCE: What is your greatest weakness? Can you give situations when your weakness was tested in the workplace? Why is it so important to build trust and rapport with colleagues? How do you develop the two in the workplace? | [employee comments] |
| CONSISTENCY AND RELIABILITY: Can you provide a specific example that best illustrates your ability to be counted on? What has been your reaction to a colleague who regularly keeps on letting your team down? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: Your manager wants to buy a program that will improve the customer service and asks you for a recommendation. How would you reply? Describe a time when you have found a creative way to solve a problem. How did you feel? | [employee comments] |
| TRAINING OTHERS: What efforts are you making to apply skills learnt in training session to advance your skill set and career? What efforts are you making to attend important 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 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? How often do you train others in your area of expertise and how often do you share your knowledge? | [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: |