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

A technical support specialist maximizes the capabilities of a computer system by learning technical applications and providing recommendations. He/she evaluates the potential of the system by testing whether the new programs are compatible with the current programs and also evaluates enhancements and expansions by studying the capacity of the systems.

Other duties include testing new programs and comparing them with the given standards and making modifications, testing the compatibility of the vendor supplied software with the existing programs and hardware , training users to maximize the use of hardware and software, writing operating instructions to give users a point of reference, keeping records of revisions and changes in hardware and software and testing computer components to maintain system capability.

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

PUBLIC SPEAKING: Public Speaking though closely related to presenting differs in that it is the process of performing a speech before a live audience with the purpose of informing, persuading or entertaining.

Does not handle pressure well enough and it is easy to tell the nervousness.

Engages the audience less and hence the talk does not yield the desired impact.

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.

Has an inquisitive nature and tries to analyze all that is happening around.

Tries to be accommodative of other people's views and accepts them easily.

2

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.

Does not provide employees with all the information required to operate a dangerous machinery

Does not seek employees input on how to maintain a higher level of safety awareness in 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.

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

Makes eye-contact, pays attention to nonverbal clues such as tone of the voice, facial expressions, and posture when having a conversation with a colleague

2

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Prepares for any contradictions by practicing own pitch and giving it a thorough evaluation before meeting the person one wants to persuade

Asks questions to find out why someone is hesitant to agree with one's ideas and backs up own statements with credible evidence

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.

Spends time complaining about the problem at hand instead of looking for solutions and prevention of such a problem in the future

Does not care about checking the progress of the implemented solutions or suggesting changes

1

MEETING MANAGEMENT: Meeting Management is the skill to know and understands the reason why an official meeting should be held and who should attend.

Poor at guiding a meeting and takes little action on participants who go out of topic

Constantly fails to follow up on meetings and hardly documents the assigned tasks

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 little familiarity with computer security issues and copyright laws

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.

Demonstrates little knowledge about how complex systems and processes work

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

PUBLIC SPEAKING:

Give an instance you delivered a speech and how do you feel you performed

How well are you conversant with speaking different languages that suit different types of audiences?

[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]
SAFETY AT WORK:

How often do you organize safety training programs for your employees? How has this helped the employees and the company at large?

If you were chosen to conduct a company's safety audit, how would you go about it?

[employee comments]
WORK ATTITUDE:

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

Are you always armed with the right attitude no matter the situation?

[employee comments]
EMOTIONAL INTELLIGENCE:

What is your greatest strength? How do you make sure your colleagues benefit from your greatest strength?

Have you ever had a dispute with a colleague or client? What steps did you take to deal with the situation?

[employee comments]
PERSUADING OTHERS:

Describe a time when you have used persuasion to convince someone to see things your way. What tips did you use?

What are some of the challenges you have faced when trying to persuade others and how have you overcome them?

[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]
MEETING MANAGEMENT:

What are you doing to ensure that you start and end meetings as scheduled?

Have you ever failed to take notes during a meeting? How did you correct the mistake?

[employee comments]
COMPUTER SKILLS:

Have you ever tried to create a computer network unsuccessfully? How did you solve the challenges faced?

Have you ever tried to use computer aided design techniques and failed? What did you do to succeed?

[employee comments]
TECHNICAL SKILLS:

What are you doing to improve your ability to troubleshoot and maintain basic devices and machines?

Have you ever attempted to apply your technical skills to create a new and working system from scratch?

[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: