Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a computer technician. Find the right words with quality phrases.

A computer technician installs, repairs and maintains computers and servers as well as ensuring that the required IT infrastructure is available and it is being utilized to the maximum. He/she may also be required to configure new hardware, create and maintain computer networks and update software packages.

Other duties in this position include setting up hardware; installing and configuring drivers and software; repairing and maintaining peripheral devices and technological equipment such as routers; regular upgrading of systems to ensure they are updated; protecting networks and computers from attacks and maintaining their privacy by managing software and security options; troubleshooting system failures and providing solutions; maintain repairs records and provide technical support on how computers can be utilized properly.

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

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

TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback.

Always criticizes the other team members and does not appreciate their efforts.

Always allows other to do much of the work and does less of it.

1

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.

Communicates or articulates issues in an obvious and concise way that people can easily understand.

Shows the willingness to change tact whenever the conditions change.

2

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.

Does not have the technical deduction and logical isolation skills and capabilities.

Does not seek clarification on issues that are not well understood.

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

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.

Presents problem analysis and recommended solution to other employees rather than just describing or identifying the problem itself

Does a self-evaluation of one's own emotions, strengths, and shortcomings a few times every day and works on areas that need improvement

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

Produces consistent work and applies company policies and business strategies evenly to each assignment and task

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.

Does not take the time to create a plan that would help one stay on track when analyzing the situation at hand

Does not create time to do exercises that improve one's ability to think strategically and analytically

1

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.

Hardly knows how to troubleshoot basic computer hardware problems and is unfamiliar with most basic hardware components

Does not show willingness to learn more about file management

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 know the basics of troubleshooting and maintaining basic devices and machines

1

Self Evaluation

Self Evaluation Question

Employee Comments

TEAMWORK SKILLS:

Do you always take credit for what others have done or you appreciate their efforts?

Do you show leadership skills while you are in a team and how will you rate your leadership skills?

[employee comments]
PROBLEM SOLVING:

How well do you accommodate other people ideas and opinions when trying to solve a problem?

Do you research well enough to get proper facts and information?

[employee comments]
TROUBLESHOOTING:

Give an instance you had to troubleshoot a problem, and you succeeded. What did you do?

What do you consider as your best and worst experience when it comes to troubleshooting?

[employee comments]
WORK ATTITUDE:

Are you an asset to your company or a strict liability that only causes conflict?

Do you care about the impression you give to your business about what kind of a person you are?

[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:

How many days of attendance at work do you feel should be considered satisfactory? What has been your record of attendance at work?

Describe a time your workday ended before completing a task. Did you end up finishing the task? How did you do it?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

Can you explain the steps you have taken to troubleshoot a problem? How effective have these steps been?

Describe the most difficult situation/problem you have ever solved. What steps did you take to diagnose it and what was the outcome?

[employee comments]
TRAINING OTHERS:

What are you doing to concentrate during training sessions and do you encourage others to concentrate?

Do you seek for extra assistance from colleagues on complex concepts learned in training sessions?

[employee comments]
COMPUTER SKILLS:

How often do you seek for assistance when faced with a challenge when using a computer service?

How often do you backup computer data and which data backup techniques do you use?

[employee comments]
TECHNICAL SKILLS:

Can you describe your experience with using new systems? Which challenges did you face and how did you solve them?

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:

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