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

An executive vice president performs the primary task of assisting the president of the company in achieving goals and objective of the company. He/she is the second in command after the company's president and may be called upon to perform certain duties. He/she also ensures that all rules and policies are adhered to.

Besides being the second in command, he/she can perform the following responsibilities; perform duties that he/she may be assigned by the president, in charge of expanding operational performance of the company, help the company attain its overall financial goals and makes reports to the board of directors and the president of the company.

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

INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc.

Does not dress to suit the interview and the dressing is usually not professional.

Exudes an over-confident nature and appears cocky when putting points across.

1

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.

Handles pressure well and always tries to keep cool when there is panic.

Manages the time given to deliver the speech well and does not extend.

2

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Does not keep clients' contacts that can provide assistance or work-related information in future

Is not able to bring together aspects of a policy or trend into a clear picture for other employees to understand

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.

Looks at only a part of the company but not as a whole during a strategic planning meeting

Defines goals that cannot be managed or measured throughout the layers of the company

1

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Organizes, guides, give directions and feedback to the subordinates and colleagues

Appropriately distributes the resources depending on the priority of the projects

2

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Always ascertains that all the staff are treated fairly without favoritism

Has obtained training that specifically focuses on practicing ethical behavior at the workplace

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.

Finds it hard to share a problem with friends for fear of being criticized

Reacts quickly to anger without first determining if the response will be the most productive

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

Makes assumptions quickly without giving one's thoughts to develop and without considering the possible consequences

1

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.

Spends extra time conducting personal business instead of pitching in with other tasks once one's task is completed

Does not show willingness to help other employees when the need arises

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.

Does not reward employees who have successfully attained their goals thus makes them feel demotivated to work on other goals

Does not rank goals in the order of their importance to the company thus often misses deadlines for the most crucial goals

1

Self Evaluation

Self Evaluation Question

Employee Comments

INTERVIEWING:

How well can you rate your confidence level before going about an interview process?

If you are told to describe yourself in three words, how will you answer it?

[employee comments]
PUBLIC SPEAKING:

What was your favorite talk and how did it rate among your audience?

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

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome?

What have you done to help improve your knowledge of your company's processes? How has this helped you and your colleagues?

[employee comments]
STRATEGIC PLANNING:

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

What factors do you consider when selecting the right people for your strategic planning team?

[employee comments]
MANAGEMENT SKILLS:

How do employees and supervisors respond to your leadership skills?

Do your workers respect or fear you and do your leadership role intimidate them?

[employee comments]
ETHICAL BEHAVIOR:

Can you be trusted with confidential information without leaking it out?

Do you provide honest feedback when asked to give any?

[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?

Is there a time a company policy hurt employees and you had to mitigate the negative consequences to employees?

[employee comments]
EMOTIONAL INTELLIGENCE:

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

Why is it so important to build trust and rapport with colleagues? How do you develop the two in the workplace?

[employee comments]
CONSISTENCY AND RELIABILITY:

Can you provide a specific example that best illustrates your ability to be counted on?

Describe a time when you handled a situation in the wrong way. Did you admit your mistake?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Describe one of the greatest accomplishment in your career life. What are some of the challenges you faced along the way?

Is there a time when you were working on an important goal, but then you realized that you couldn't achieve it when you were already halfway done? What did you do?

[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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