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

A computer systems consultant advises organizations on the best way to use computer systems and information technology to achieve their set goals; designs the computer systems and communication networks of an organization as well as providing advice about the security, expansion, and quality assurance of the computer systems. He/she also develops policies and procedures of the information systems.

Other duties include assisting the organization in selecting the computer systems; creating computer networks; preparing user manuals; performing software programming; training users on how to use upgraded or newly installed systems; recommend and design security features for a network or computer system; design websites and establish a database for the company.

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 accept constructive feedback and is not willing to give feedback when required.

Delivers the content in a dull manner and with less enthusiasm.

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.

Is always open-minded and readily accepts what others have to contribute.

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

2

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Shows the unwillingness to involve others who have the relevant experience, knowledge, and expertise in the decision-making process

Lacks the knowledge to understand when something that worked in the past will not work in the current situation or in the future

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

Always the bridge of conflicts among the coworkers fueling conflict on one side

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.

Creates healthy dialogues to help bring forward the best solution and demonstrates a sincere appreciation for opposing viewpoints

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.

Speaks in the affirmative in order to maintain directness and keep one's own intentions clear

Plans what one intends to say before one does so and then delivers it with conviction and confidence

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

Jumps into solving a problem without enough information and facts thus generates solutions that are half-baked

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.

Invites unnecessary people to meetings and ends up wasting a lot of time and resources

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

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.

Lags behind others in keeping technical skills current and has a negative attitude towards learning complex skills

Does not know the basics of troubleshooting and maintaining basic devices and machines

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]
PROBLEM SOLVING:

How well do you solve issues and are you confident in your abilities?

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

[employee comments]
DECISION MAKING:

Is there a time when you have had to deal with a difficult customer? If yes, explain how you went about deciding on what strategy to employ when dealing with the customer

What are some of the things you are doing or have done to improve your decision-making skills?

[employee comments]
WORK ATTITUDE:

Are you focused on doing a thorough work on all tasks assigned without any complaint?

Do you give your work a personal touch that people can put know you did 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?

Why is it so important to build trust and rapport with colleagues? How do you develop the two in the workplace?

[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?

In your opinion, which is the best time to persuade others? Explain your answer

[employee comments]
PROBLEM/SITUATION ANALYSIS:

What information do you research when analyzing a problem and how do you use 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]
MEETING MANAGEMENT:

Can you think of a time where you invited unnecessary participants? How did you correct the situation?

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

[employee comments]
COMPUTER SKILLS:

What efforts are you making to become more familiar with different computer hardware components?

What efforts are you making to become more familiar with computer security issues and copyright laws?

[employee comments]
TECHNICAL SKILLS:

What do you to ensure that your technical skills are current?

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:

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