Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a vice president, corporate social responsibility and sustainability. Find the right words with quality phrases.

The Vice President, Corporate Social Responsibility and Sustainability is responsible for defining and developing various strategies that underlines the company's objective of social responsibility. They conduct research and develop ideas and policies that help build productive relationships with other organizations to achieve the objective of the corporate social responsibility of the company.

In addition to that, they also perform functions like; developing marketing and publicity initiatives for the company, raising awareness of the company's commitment towards achieving its corporate social responsibilities and training junior staff members. In general, he/she is the internal and external brand ambassador of the company when it comes to corporate social responsibilities.

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.

Not willing to improve the public speaking skills and learn new ways.

Does not talk different languages hence, cannot speak to a wide audience.

1

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.

Plans, manages, and coordinates both internal and external resources in order to identify problems or accomplish tasks within the given deadlines

Listens to different points of view of a given issue, identifies main negotiation points and promotes mutual understanding

2

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Shows the unwillingness to involve others who have the relevant experience, knowledge, and expertise in the decision-making process

Does not know when to start a decision-making process without all the right information or when to wait for more advice

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.

Does not refresh the plans frequently to keep them from becoming stale and keep the energy energized on their execution

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

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.

Suggests ways to prevent negative emotional effects and ways to address or minimize emotional issues when they occur

Sets aside time each day to be with friends and family in order to have a chance to share and open up

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.

Creates healthy dialogues to help bring forward the best solution and demonstrates a sincere appreciation for opposing viewpoints

Takes responsibility for one's own actions; apologizes quickly after hurting someone, walks away from arguments and forgives others rather than giving into feelings of resentment

2

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Analyzes small things until they become bigger and scarier leading to a negative view of those things

Looks at the situation with bias or prejudice instead of approaching it with a clear and open mind

1

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Keeps on checking the final product for mistakes thus slows down own productivity as well as that of the entire team

Gets depressed when one makes a mistake rather than learning from it and moving forward

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 take the time to understand what the project is about; goes straight to delegating project tasks without a detailed plan

Fails to develop contingencies in the event of potential risks and does not work to propose possible solutions

1

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

Spends most of the available time engaging in activities and thoughts that do not produce results

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?

Give an example you delivered a long speech and how did you rate your audience regarding their participation?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you prioritize customer's issues in order to ensure that service is provided to the customers even during critical periods?

Is there a time when you have encountered a problem due to lack of knowledge of your company processes? How was the problem solved?

[employee comments]
DECISION MAKING:

Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened?

What are some of the things you are doing or have done to improve your decision-making skills?

[employee comments]
STRATEGIC PLANNING:

What are the steps and methods you have used to define a vision for your position or department?

Describe a time when you have cooperated in the planning of a project. What was your role?

[employee comments]
EMOTION MANAGEMENT:

Are there instances, when a colleague has made you so angry, but you managed to remain calm and composed?

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?

Can you describe a time when understanding your colleague's perspective helped you resolve an issue or accomplish a task?

[employee comments]
PRACTICAL THINKING:

Some situations require one to think in a practical manner while others require critical thinking. Can you give an example when you have used the two strategies to solve a problem at work?

How have you involved others in practical thinking? Give an example of the last time you did this at work

[employee comments]
MANAGING DETAILS:

How do you manage distractions at work? Describe a time when a project or task you were working on faced a major distraction

If a project is not due for several weeks, when do think it's the best time to start working on it and why?

[employee comments]
PROJECT MANAGEMENT:

What stress management techniques and problem resolution models have you used while managing a project? Illustrate your answer with a real life example

Describe the full project life cycle. How have you used the cycle to manage your projects effectively?

[employee comments]
SCHEDULING:

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

How often do you balance work and life and how often do you schedule time for non-work related activities?

[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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