Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a computer analyst. Find the right words with quality phrases.
A computer analyst studies the existing computer systems in an organization and designs solutions for a more effective and efficient operation. He/she understands both the information technology and business and brings them together for optimum functionality of the organization.
Other related duties include researching upcoming technologies to find out they can increase the effectiveness and efficiency of the organization if installed, designing new systems by configuring hardware and software, enhance the existing computer systems with new functionalities, supervise the installation and configuration of new systems, test the system to ensure it performs as expected, write instruction manuals and train the end-users of the system.
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 |
|---|---|---|
| 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. Engages the audience less and hence the talk does not yield the desired impact. | 1 |
| JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion. | Compares the leadership potential and personal commitment of different project team members when choosing a project manager Avoids snap judgment and decisions; takes the time to jot down potential solutions to situations before making a call | 2 |
| 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. | Gets stressed easily and is not able to spot and tackle situations before things escalate Often uses phrases which turn off clients when persuading them to try the company's services | 1 |
| 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. | Shows respect to colleagues and customers; is polite and friendly and is able to get on with the rest of the team Pays attention to the little details in order to catch mistakes that might cause the company to lose its credibility | 2 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Speaks in the affirmative in order to maintain directness and keep one's own intentions clear Puts oneself in the other person's shoes in order to understand the other person's feelings, motives, and situation better and build trust | 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 create time to do exercises that improve one's ability to think strategically and analytically | 1 |
| 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. | Takes credit for work done by someone else; misrepresents a product or service in order to get a sale Disregards the company's policy thus brings potential harm to the company, customers, and other employees | 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 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. | 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 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PUBLIC SPEAKING: What was your favorite talk and how did it rate among your audience? Give an example you delivered a long speech and how did you rate your audience regarding their participation? | [employee comments] |
| JUDGMENT SKILLS: Describe a time when you have had to think on your feet in order to extricate yourself from a difficult situation. What was the outcome Can you describe step by step, how you would brainstorm possible themes for a fundraising campaign in your company? | [employee comments] |
| WORK ATTITUDE: Do you allow others to air their opinions or give you new ideas you can implement? Are you emotionally stable or do you flare up in uncontrollable anger? | [employee comments] |
| EMOTIONAL INTELLIGENCE: Describe a time when you received feedback on your performance, and you had to disagree with it. How did you handle the situation? Have you ever had a dispute with a colleague or client? What steps did you take to deal with the situation? | [employee comments] |
| CONSISTENCY AND RELIABILITY: Have you ever been regularly late at work? What was the reaction to this behavior in your team? How often do you keep in touch with customers? How do you inform them about new products or services? | [employee comments] |
| PERSUADING OTHERS: Is there a time when you have had to persuade a group of managers to accept your proposal or idea? How did you go about it? Describe the most difficult persuasion exercise you have conducted. What made it difficult and how did you go about it? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: How do you weigh the advantages and disadvantages of a solution before implementing it? 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] |
| 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] |
| MEETING MANAGEMENT: What efforts are you making to gain more knowledge about effective meeting management skills? 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] |
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: |