Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a data infrastructure/visualization specialist. Find the right words with quality phrases.

A data infrastructure/visualization specialist is responsible for presenting large amounts of information in ways that can be easily understood by the end user. He or she will make use of the available data visualization tools and software to help communicate the data in a way that the client can comprehend.

Other duties that he or she can also get to handle are; making complex data easily understandable, integrating data to meet the company needs, create effective data delivery for each audience, perform data summarization, develop new strategies and techniques on data visualization, create visualization dashboards for clients and develop interactive data graphic and info graphics for clients.

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.

Talks in a speedy and at times slow manner that the audience does not grasp the content being delivered.

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

1

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

Evaluates the risk associated with each suggested alternative before making a decision or coming to a conclusion

Generates a number of options in order to dig deeper into the situation at hand and look at it from different angles

2

PERFORMANCE MANAGEMENT: Performance Management is a method by which supervisors and employees work together to plan, monitor and review the employee's work objectives and overall contributions to the organization.

Relies on a job description that is inaccurate, outdated, or just a checklist of duties instead of crafting one that is well written and up-to-date

Is uncomfortable and lacks confidence when having conversations about performance with employees especially those who have performed poorly

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.

Does not do well under pressure likely to overlook the important details

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.

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

Chooses arguments and considers what is worth arguing about and what is not, and gives up any urge to punish or seek revenge

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.

Arms oneself with all the tools needed to accomplish one's goals to avoid getting distracted

Establishes a periodic check-in halfway between the goals in order to determine whether one has done enough or needs to adjust the timeline

2

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Starts long-range planning without proper data thus misses some of the most important facts

Does not seek help from others even when one really needs it or doesn't understand a crucial part of the long-range planning process

1

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Has poor organization skills thus sometimes fails to know who does what, and when, or whether a project is complete or not

Does not find out the factors that could affect the project quality such as lack of training or change in suppliers

1

ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change.

Looks for shortcuts rather than putting more effort into the business venture

Lacks determination and does not set clear goals when executing ideas

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.

Does not understand the importance of backing up data on a regular basis

Does not show willingness to learn more about file management

1

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

What will you consider your worst performed speech and how did the audience rate it?

How well do you manage your nervousness and tension before you give a talk?

[employee comments]
DECISION MAKING:

Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened?

How do you involve your bosses and other employees when making an important decision?

[employee comments]
PERFORMANCE MANAGEMENT:

Describe a time when you have had an employee who exceeded the company's goals and sought more responsibility. How did you keep the employee motivated to continue with the good performance?

How have you motivated employees to do well at work? Why did you motivate them and what was the outcome?

[employee comments]
WORK ATTITUDE:

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

Are you emotionally stable or do you flare up in uncontrollable anger?

[employee comments]
EMOTIONAL INTELLIGENCE:

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

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

[employee comments]
PERSONAL COMMITMENT:

Describe a time when you did not deliver your promise. What was the promise? How did you fix the situation?

When is the last time you took a project that demanded a lot of personal commitment? What did you do to remain committed to accomplishing it?

[employee comments]
LONG RANGE PLANNING:

Who do you involve when deciding on a long-range plan for your company and why?

Describe the most successful long-term goal that you have accomplished. How did you go about making it a success?

[employee comments]
PROJECT MANAGEMENT:

How do you motivate your project team and communicate with the stakeholders? How has this contributed to the success of your projects?

Describe the full project life cycle. How have you used the cycle to manage your projects effectively?

[employee comments]
ENTREPRENEURIAL THINKING:

Can you think of a situation where you became sidetracked from your venture? How did you correct the situation?

What have you learned from your past mistakes when executing business ideas?

[employee comments]
COMPUTER SKILLS:

How often do you seek for assistance when faced with a challenge when using a computer service?

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

[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: