Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a systems engineer. Find the right words with quality phrases.
A systems engineer uses engineering, computer science, and mathematical analysis knowledge to plan, design, develop, and test computer system's hardware and software and can take part in designing microprocessors, personal computers, circuits, robotics and cloud computing. He/she produces a computer system that meets clients needs by understanding the current system and improving it as well as integrating hardware and software programs.
Other duties include advising clients on the best hardware and software to use for effectiveness, take part in the acquisition, installation, and testing of the systems, evaluate whether the existing system is effective, recommend measures to be taken to improve ineffective systems and troubleshoots problems that occur when the computer system is in use.
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 |
|---|---|---|
| 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. | Finds it difficult to articulate issues in a clear and understandable manner. Always in a hurry to make decisions and does not think things through. | 1 |
| TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system. | Exhibits good knowledge of the equipment interface and uses it well in troubleshooting. Tries to seek assistance on issues that are difficult to handle. | 2 |
| MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups. | Sets big goals and projects that make one feel intimidated and pressured thus one gets lost in the details Does not ask for feedback from colleagues for fear of being criticized | 1 |
| DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development. | Does not set goals in line with the company's policy Cannot be relied upon to coach others or share knowledge | 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. | Always works past the can't do attitude to ensure difficult tasks are done Seeks opportunities to show others what can be done with ease and what needs much work | 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. | Presents problem analysis and recommended solution to other employees rather than just describing or identifying the problem itself 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. | Thinks that one is perfect in persuasion and therefore fails to hone own skills instead of looking at areas where one needs to improve Does not take the time to find out what the other person really needs before starting the persuasion process | 1 |
| ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change. | Views competitors as threats rather than making efforts to survey them and learn their tricks Always pessimistic about all possibilities and easily falls prey to naysayers | 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 a below average typing speed when using word processors accompanied with a lot of inaccuracy 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. | Does not train others in an area of expertise and hardly shares knowledge with colleagues Slow at learning new technologies and makes little effort to remain updated with technology | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PROBLEM SOLVING: How well do you solve issues and are you confident in your abilities? How well do you brainstorm before setting out to solve a problem? | [employee comments] |
| TROUBLESHOOTING: Give an instance you tried to troubleshoot, and you were not successful. Have you ever been given feedback and you implemented it? How was the result? | [employee comments] |
| MOTIVATING OTHERS: What types of tasks or projects do you enjoy doing the most? Why? What qualities do you prefer in a supervisor? Can you describe a time when you worked with someone like this? | [employee comments] |
| DEVELOPING OTHERS: Are you reliable to train and coach the employees to produce a better workforce? Do you rely on personal knowledge or do you get more knowledge from others? | [employee comments] |
| WORK ATTITUDE: Do you a right attitude to handle all types of customers, colleagues, and management? Do you care about the impression you give to your business about what kind of a person you are? | [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? 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? Can you describe a time when you have successfully influenced your team members to embrace change? How did you go about it? | [employee comments] |
| ENTREPRENEURIAL THINKING: Can you think of situations where you demonstrated a lot of determination despite facing obstacles and challenges? What have you learned from your past mistakes when executing business ideas? | [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 are you doing to improve your ability to troubleshoot and maintain basic devices and machines? Have you ever failed to follow technical instructions when using a new system? What did you do to improve? | [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: |