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

An applications analyst has the primary role of developing and designing computer applications as well as providing technical support on an application. He/she designs applications to meet the objectives of the organization by developing the specifications of the applications, identifying the inputs required and formatting an output that meets the needs of the users.

Other tasks include ensuring the designs are comprehensive and efficient by combining mathematical model building, data modeling, information engineering, and sampling; assess the feasibility of implementing a proposed technological solution by preparing return on investment and cost-benefit analysis; coordinating the application tests to ensure they are of the required performance as well as investigating errors, diagnosing problems and suggesting solutions.

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.

Shows lack of confidence when it comes to delivering any talk.

Does not talk different languages hence, cannot speak to a wide audience.

1

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Addresses underlying causes of low participation; finds out why a group member is not fulfilling the assigned role or barely attending meetings

Makes sure own goals determine the activities one chooses; avoids wasting time with activities just because they are fun

2

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.

Humiliates staff members and makes others feel intimidated when working on company projects or tasks

Often uses phrases which turn off clients when persuading them to try the company's services

1

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

Thinks that one is perfect in persuasion and therefore fails to hone own skills instead of looking at areas where one needs to improve

Imposes one's own views instead of listening to what others have in mind and coming up with an agreement

1

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.

Keeps own motivation up by rewarding oneself after successfully completing a phase of the problem

Takes full responsibility for mistakes made from solutions that one has implemented and refrains from blaming other people

2

SELF-DISCIPLINE AND SENSE OF DUTY: Self-Discipline and Sense of Duty is an active effort which helps in developing set ways for your thoughts, actions, and habits empowering your to stick to your decisions.

Breaks down large goals into manageable parts in order to stay focused and keep one from being overwhelmed

Makes a personal commitment to develop and bullet-proof own personal ethical code of conduct

2

USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it.

Assumes to know everything and does not ask for help from others even when one needs it

Tells others what to do instead of helping them learn how to differentiate the right from wrong or pointing them in the right direction

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.

Lacks enough knowledge to organize creative meetings and leaves little room for creativity

Does not show willingness to learn more meeting management skills to improve future meetings

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.

Possesses little understanding about the basic steps of installing common operating systems

Hardly seeks for assistance when faced with a problem related to using a computer service

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

PUBLIC SPEAKING:

How well do you prepare yourself before delivering a speech before an audience?

Give an example you delivered a long speech and how did you rate your audience regarding their participation?

[employee comments]
COLLABORATING WITH OTHERS:

Can you give the best example of a time when you worked cooperatively as a team member to complete an important task?

Describe a time when you have had to work with a difficult team member. How did you handle it?

[employee comments]
EMOTIONAL INTELLIGENCE:

What is one thing that makes you frustrated or angry at work and what do you do when that happens?

Can you describe a time when understanding your colleague's perspective helped you resolve an issue or accomplish a task?

[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?

Can you describe a time when you have successfully influenced your team members to embrace change? How did you go about 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 a time when you have anticipated a problem. What did you do about it?

[employee comments]
SELF-DISCIPLINE AND SENSE OF DUTY:

What are some of the challenges that you have faced when trying to accomplish your goals? Give specific examples

How do you schedule your tasks and activities for the day in order to remain focused and motivated to accomplish them?

[employee comments]
USING COMMON SENSE:

How do you help other employees use common sense at work? When is the last time this happened?

What have you done to avoid the most common arguments with your colleagues and customers?

[employee comments]
MEETING MANAGEMENT:

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

What efforts are you making to ensure all meetings have a clear agenda?

[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:

Have you ever made suggestions that improved an existing technical system?

Have you ever failed to follow technical instructions when using a new system? What did you do to improve?

[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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