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

A systems analyst has the primary role of using information technology to solve business problems by analyzing, designing and putting into service information systems. He/she assesses whether information systems are suitable based on their intended outcomes and liaises with programmers, end-users and software vendors to achieve these goals.

Duties associated with this role include identifying the improvements needed in the organization, designing systems to effect these changes and training users. He/she may develop cost analysis, design considerations, and set implementation timelines; plan the system flow; assist programmers in system development; designing components in the system development process and furnishing the developer with the information and liaise with the software architect to help in understanding the limitations of the software.

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

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Is always in a hurry to finish a task or project thus misses important steps or submits poor-quality work

Gets depressed when faced with challenges; is not able to remain when faced with a difficult situation

1

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Organizes the company's objectives into key areas in order to process and prioritize them easily and allocate resources

Involves experts who have experience with implementation and operations and ensures that the strategic plan is analyzed critically by them

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.

Needs to learn how to control his temper and working attitude when under pressure

Always has conflict with the management that needs to be resolved

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

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Examines technical charts for errors and reviews documents for compliance with established standards

Takes short breaks in order to give one a fresh perspective and stay focused throughout the day

2

PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.

Keeps weekly and daily goals checklists in order to keep track of one's most important tasks and stay committed to accomplishing them

Finds an emotionally charged reason to commit and move through any pain, adversity, and apathy that arise as a result of the set goals

2

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

Provides too much information, which only gets people confused and makes them think that one is trying to blind them

Does not take the time to find out what the other person really needs before starting the persuasion process

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.

Blames others for own unfortunate decisions and actions rather than accepting responsibility for own behavior

Does not keep track of own performance thus fails to know when one needs to reward oneself for job well done or when one needs to improve certain areas

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.

Attempts to multitask during a meeting and hardly assigns roles to participants

Hardly issues participants with a list of topics to be discussed in advance

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

Lacks enough knowledge on how to use different versions of computer operating systems

1

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF JOB:

How have you improved your knowledge of the job? In what ways have you helped other employees improve their knowledge of the job?

Think of a time when you were assigned a very sensitive task. How did you gather all the required information to perform the task?

[employee comments]
STRATEGIC PLANNING:

If you were assigned a new project, what are the steps you would take to get the project moving and on track?

What tips would you offer anyone who is taking a role that involves strategic planning and accountability for decisions?

[employee comments]
WORK ATTITUDE:

Do you allow others to air their opinions or give you new ideas you can implement?

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

[employee comments]
EMOTIONAL INTELLIGENCE:

What is your greatest weakness? Can you give situations when your weakness was tested in the workplace?

Which is one of the most stressful situations you have had? How did you resolve the situation?

[employee comments]
ATTENTION TO DETAIL:

Have you been in a situation where you had an option to leave the details to others or take care of the details yourself? What did you do?

Are there times you have made huge mistakes due to not paying attention to details? What happened?

[employee comments]
PERSONAL COMMITMENT:

Sometimes you have to sacrifice some things in life in order to get what you want. What are some of the things you have sacrificed in the past in order to accomplish your goals?

Is there a time when you faced challenges when working on a project? What did you do to remain determined to finish the project?

[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]
SELF-DISCIPLINE AND SENSE OF DUTY:

What are some of the things that you have done to help nourish your self-discipline? How has this helped you in developing a sense of duty?

Describe a time when you have been able to juggle multiple important projects due to your ability to remain self-disciplined. What challenges did you face and how did you overcome 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:

What are you doing to improve your knowledge in installing, using, and troubleshooting computer software

What efforts are you making to learn how to install different types of operating systems?

[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:

Written by on