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

The executive director is responsible for overseeing the programs, administration, and the strategic plan of the company. He/she also performs other functions pertaining to research, marketing and social corporate responsibility and always reports to the board of directors of the company on any issues relating to the affairs of the company.

Besides that, he or she can perform the following functions; planning and operation of the company's annual budget, review and approve contracts for services, establish collaboration with other institutions, establish administrative policies and procedures for the company, overseeing boards and committee meetings and any other task assigned by the board of directors.

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.

Shows lack of confidence when it comes to delivering any talk.

Engages the audience less and hence the talk does not yield the desired impact.

1

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.

Does what one can to help the employee improve and correct the issue at hand swiftly and quickly

Gives objective and forward moving feedback that motivates and inspires the other person to perform better

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

Carries an unfortunate viewpoint that always causes the team to lose the bearing

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.

Has trouble communicating; regularly engages in off-putting conversations and can be highly territorial at times

Always gets involved in the office conflicts and drama and does not see the need to stop or prevent them

1

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

Takes time to research and analyze the strengths and weaknesses of competing companies

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

2

CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results.

Dedicates more of one's time to the completion of one's actual job duties in order to increase productivity

Pays attention to the little details in order to catch mistakes that might cause the company to lose its credibility

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.

Avoids the hardest tasks instead of completing them first, thus quickly lacks confidence and motivation to do the easy tasks

Often breaks promises; commits to a task but does not deliver due to lack of proper planning

1

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Blames others when one fails to accomplish own goals rather than learning from the experience and looking for better ways to accomplish the remaining goals

Shows the unwillingness to seek help when one does not understand the goals or is facing problems with the goals

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.

Does not collaborate with other managers or clients in order to understand the project goals; does not ask questions about deadlines

Does not keep a close eye on the project team's performance or intervene when a project is derailing

1

KNOWLEDGE MANAGEMENT: Knowledge Management is the ability to manage knowledge and information that is presented to the company from different sources without overlooking any of them.

Does not bother to look out for new sources and uses search strategies that are inappropriate for a given task

Demonstrated unwillingness to share own skills, experience, and knowledge with colleagues and does not assist others when they need knowledge

1

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

Give an instance you delivered a speech and how do you feel you performed

Do you normally talk about all your intended points and how do you manage your time on stage.

[employee comments]
GIVING FEEDBACK:

Describe a time when you have helped an employee accept change and make adjustments necessary to move forward. How did you go about it?

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

[employee comments]
WORK ATTITUDE:

Are you an asset to your company or a strict liability that only causes conflict?

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

[employee comments]
EMOTIONAL INTELLIGENCE:

Can you think of a time when you said or did something that had a positive impact on a colleague or client? What was it?

Is there a time a colleague came to you with a problem? How did you respond?

[employee comments]
ATTENTION TO DETAIL:

Is there a time you identified an error that had been overlooked by a colleague? What did you do to fix it?

What tools/techniques do you use to check your work? Why do you use these tools/techniques?

[employee comments]
CONSISTENCY AND RELIABILITY:

How many days of attendance at work do you feel should be considered satisfactory? What has been your record of attendance at work?

Describe a time your workday ended before completing a task. Did you end up finishing the task? How did you do it?

[employee comments]
PERSONAL COMMITMENT:

What do you use to plan your tasks? Is there a time when you missed an appointment due to lack of proper planning?

Describe a project that was implemented because of your personal commitment. What was your role in the project?

[employee comments]
GOAL AND OBJECTIVE SETTING:

What is one of the major goals that you have set for yourself recently? How are you planning to achieve it?

What do you look for in team members when setting goals for the team? How do you keep track of your team goals?

[employee comments]
PROJECT MANAGEMENT:

What methods have you used to find out where a project has been, where it is currently, and where it is going?

Describe the most difficult project that you have ever managed. What made it difficult and how did you go about it?

[employee comments]
KNOWLEDGE MANAGEMENT:

What are you doing to improve your capabilities of reviewing knowledge requirements for new tasks?

What efforts are you making to improve your skills in analyzing knowledge from different sources?

[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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