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

A senior database architect will in most instances be assigned the primary role of overseeing the designing, and testing of all company's databases and database systems. He or she will ensure to that the databases perform the intended purposes that they are initially designed for and in the case of any malfunction that the problem is swiftly resolved.

In addition, he or she will handle the following duties; facilitate training for the database users, monitor all database system activities, ensure that all databases usage is in line with the company guidelines, create data architecture strategies, report to the senior management on all database development and usage, mentor junior database architect staffs, develop data strategies for the company and ensure that all deliverables as pertaining to the database architecture are delivered.

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

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Views the "feedback meeting" as an opportunity to vent, rather than a time to discuss a specific issue and help the person improve in the future

Waits for something to snowball into a bigger deal instead of addressing it as soon as it happens

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

Sets clear deadlines to ensure that a timeline is being met and that the participants prioritize the process properly during the time that is required to complete it

2

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Shy away from assignments that require group efforts and does not show up for group discussions

Domineers others by putting people off and misjudging others? contributions

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 looks frightening making the team fear and withhold their opinions

Always has conflict with the management that needs to be resolved

1

EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched.

Regularly exercises in order to let anger out of the system and enhance mood

Focuses on working towards happiness and betterment rather than just "getting by" each day

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.

Addresses issues in a professional, constructive way, and persuades others to approach issues in the same manner

Uses gentle humor, while explaining things that are difficult to express, without creating a flat

2

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Reads employees emails but does not notify them of the policy that allows their emails to be read

Documents the disciplinary actions but does not let employees sign them

1

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.

Is unwilling to get rid of poor habits that waste one's time and bring distraction when performing a task

Does not have the courage to accomplish a task; often panics when facing a challenging situation

1

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

Does not consider how ordinary things can be improved and is afraid to go against the majority to implement changes

Does little to execute ideas and never bothers to seek advice on untested 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.

Demonstrates a below average typing speed when using word processors accompanied with a lot of inaccuracy

Does not show willingness to learn more about file management

1

Self Evaluation

Self Evaluation Question

Employee Comments

GIVING FEEDBACK:

How often do you discuss a person's performance with him/her? Give a specific example

How do you recognize and motivate employees who have constantly demonstrated excellent performance at work?

[employee comments]
STRATEGIC PLANNING:

What are your long-term and short-term goals? What have you done to achieve them effectively?

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

[employee comments]
TEAM BUILDING:

What is your personality? Does it hinder or encourage you to participate?

How effectively did you work together with others on this project?

[employee comments]
WORK ATTITUDE:

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

How do you handle workplace stress and work related pressures?

[employee comments]
EMOTION MANAGEMENT:

What strategies have you taken in the past to prevent a situation from becoming too stressful for you to handle?

Are there times you have suggested a creative solution to colleagues suffering from emotional distress?

[employee comments]
EMOTIONAL INTELLIGENCE:

What is your greatest strength? How do you make sure your colleagues benefit from your greatest strength?

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

[employee comments]
MONITORING OTHERS:

How do you create a clear explanation of policies for the employees?

How do you make sure that monitoring does not kill employees morale or make them nervous?

[employee comments]
PERSONAL COMMITMENT:

What are some of the habits that distract you at work? What have you done to get rid of those habits and stay focused towards achieving your goals?

What is one thing you have done in the past that has demonstrated your willingness to work hard?

[employee comments]
ENTREPRENEURIAL THINKING:

What efforts are you making to become more involved with the community that supports your venture?

What are you doing to avoid taking shortcuts when executing 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]

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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