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

A sustainability coordinator develops, proposes and implements policies and procedures that are aimed at promoting the highest level of sustainability within a company or a project. He/she is tasked with marinating current and developing new sustainability initiatives and regularly reviewing performances through data collection and presenting it before the board members.

In addition, he/she will also get to perform the following tasks that include; collaborating with other departments in conducting outreach sustainability programs, create reports and presentations for the relevant stakeholders, attend board and committee meeting from time to time, and develop ways and means to build on the already existing success while also improving on weakness.

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.

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

1

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Tries to keep one's emotions reigned in even when there are serious disagreements between collaborators

Keeps the team size balanced in order to maintain effective communication and teamwork

2

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.

Does not make a serious commitment to work with others

Gives up easily as well as discourages the team being led

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.

Makes hasty decisions when angry and later regrets the consequences

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.

Treats co-workers with respect and fairness, preserves their self-confidence and dignity, and shows regard for their opinions

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

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.

Keeps weekly and daily goals checklists in order to keep track of one's most important tasks and stay committed to accomplishing them

Finds an emotionally charged reason to commit and move through any pain, adversity, and apathy that arise as a result of the set goals

2

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Is reluctant to explain to employees the importance of producing quality work or problems that the company could face if employees continued producing low-quality work

Delegates tasks to team members without considering their skills, strengths, or weaknesses

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

Always pessimistic about all possibilities and easily falls prey to naysayers

1

RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business.

Demonstrates poor critical thinking skills and hardly bothers to examining the validity and truth of arguments

Hardly bothers to improve future research methods based on current feedback

1

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Demonstrates inability to identify more important tasks first and focuses more on quantity than quality

Hardly creates a routine and fails to get repetitive tasks done efficiently

1

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

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

Do you listen to other speakers and what have you learned so far?

[employee comments]
COLLABORATING WITH OTHERS:

Can you describe a situation where you had to compromise or help others to compromise? What steps did you take?

Some people prefer working alone while other prefer working as a team. What do you prefer and why?

[employee comments]
DEVELOPING OTHERS:

Do you have the expected experiences and knowledge to share with others?

Does the management count on you to deliver profitability in the business?

[employee comments]
EMOTION MANAGEMENT:

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

How do you ensure you have a comfortable and relaxing work space that feels more at home?

[employee comments]
EMOTIONAL INTELLIGENCE:

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

Have you ever had a dispute with a colleague or client? What steps did you take to deal with the situation?

[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]
QUALITY OF WORK:

How do you make sure that projects instructions are clear to your team members?

How do you help new members of your team cope with the agreed team standards and values?

[employee comments]
ENTREPRENEURIAL THINKING:

Can you think of situations where you demonstrated a lot of determination despite facing obstacles and challenges?

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

[employee comments]
RESEARCH:

How often do you use mathematical techniques such as statistical tests to manipulate data?

What are you doing to improve your ability to point out, define, and analyze existing problems?

[employee comments]
SCHEDULING:

Have you ever failed to add contingency time when scheduling and how did you correct the mistake?

Can you think of a time you failed to schedule a task ahead of time? How did you correct the situation?

[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: