Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a chief diversity officer. Find the right words with quality phrases.
A chief diversity officer is responsible for dealing with issues of diversity in any organizational setup making it a first priority agenda. He/she works with other senior management officers to establish partnerships with other institutions or to develop programs and policies that can help bring about diversity within the organization.
Other than that, he/she can perform duties that include; providing proper leadership for diversity issues within the institution, guiding efforts that help define, nurture, and cultivate diversity as an institutional resource as well as ensuring that the institution has the proper capacity to deal with a wide range of diversity issues.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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. | Not willing to improve the public speaking skills and learn new ways. Speaks for too long and does not know how to summarize by capturing key points. | 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. | Analyzes the problem by researching and requesting evidence from people who have identified the problem or worked on it Creates a constructive environment to explore the situation at hand and weigh up one's own options | 2 |
| MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives. | Constantly watches, tracks and admonishes employees for every slight failing thus makes them feel as if they are not trusted Goes for the quick fix instead of going to the root of the problem and developing lasting strategies to solve it | 1 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Takes personal opinion very seriously and does not accommodate anybody's opinion Discourages others from sharing their ideas and moves on with personal opinion | 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. | Shows great confidence in the ability to execute daily tasks Displays a high degree of tenacity in working with the teams to deliver quality work | 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. | Has a high positive impact on those around encouraging and motivating them to do their best Always carries a positive mindset that is frequently accompanied by an excellent posture | 2 |
| 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. | Quickly jumps into blaming and criticizing others when situations get out of hand Ignores common body sensations when angry thus fails to notice physical signs of anger, anxiety, or stress | 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. | Does not have the ability to control and handle anger, frustrations, annoyance, sorrow and other emotions Always gets involved in the office conflicts and drama and does not see the need to stop or prevent them | 1 |
| ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it. | Always focuses on the negative aspects of one's job and does not seem interested in exploring the positive side of it Uses extra time gossiping and complaining about one's job instead of doing something that adds value to the company | 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. | Gives up every time one messes up and loses the energy to remain focused on one's goals Often breaks promises; commits to a task but does not deliver due to lack of proper planning | 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? Give an example you delivered a long speech and how did you rate your audience regarding their participation? | [employee comments] |
| DECISION MAKING: Describe a time when you have had to be relatively quick in coming to a decision. What was the outcome? Can you give specific examples of decisions that you make rapidly and those that take more time? | [employee comments] |
| MANAGING AT TEAM: How do you think your reporting staff would comment on your strengths, weaknesses, and managing style? Is there a time when you have praised an employee in public? How did you go about it? | [employee comments] |
| TEAM BUILDING: Should you take a more active role and contribute more to your future teamwork? Do you easily cooperate with others when asked to or do you follow your own ideas without submission? | [employee comments] |
| DEVELOPING OTHERS: Are you reliable to train and coach the employees to produce a better workforce? Are you interested in the growth and development of the company? | [employee comments] |
| WORK ATTITUDE: Are you an asset to your company or a strict liability that only causes conflict? Are you always armed with the right attitude no matter the situation? | [employee comments] |
| EMOTION MANAGEMENT: Can you give an example of a situation where there was tension in the workplace, but you were able to maintain composure? How do you react to frequent changes in job demands in the workplace? | [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] |
| ENJOYMENT OF THE JOB: How do you maintain enjoyment of the job after experiencing a setback on your way to achieving your goals? Do you prefer working as part of a team or alone? Given a choice, what percentage of your time would you allocate to each? | [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? Describe a great change that occurred in a project you were working on. How did you adapt to this change? | [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: |