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

A Compensation and Benefits Manager is tasked with the primary responsibility for designing, planning and implementing compensation and benefits programs, procedures and policies for all company employees. He/she will also get to manage the company's employee payroll, while also handling any inquiries or complaints that relate to compensation and benefits programs.

Other duties that he or she will get to perform are; reviewing policies and procedures that relate to compensation and benefits, provide recommendation for the various policies, ensuring that the compensation and benefits packages are good enough to retain and hire employees, ensuring that all compensation and benefits package are in line with all legal requirements and ensuring that programs meet employee's needs.

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.

Does not handle pressure well enough and it is easy to tell the nervousness.

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

1

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Takes a small part of one's day at work to talk and listen to other employees in order to help maintain a positive atmosphere

Takes on more work than one needs to and helps other employees with their work when one can

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.

Takes the relationship with the employees too far making it difficult to separate working relationship from friendship

Does not take the time to review the employees' performance, identify both the strong and weak areas and give feedback on the same

1

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Does not keep any promise given compromising the company's policies

Holds a questionable character that every customer and coworker gets concerned about

1

ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong.

Says what's on one self's mind, but does it in a way that protects the other person's feelings

Delivers criticism in a way that demonstrates sensitivity to the feelings of other colleagues

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.

Resists the urge to shoot off an email or text to a colleague when angry. Instead, saves it as draft and sends it after cooling off

Considers taking a walk around the office or stepping out for fresh air in order to step away from an emotionally charged situation

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.

Gets stressed easily and is not able to spot and tackle situations before things escalate

Often uses phrases which turn off clients when persuading them to try the company's services

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.

Is unwilling to get rid of poor habits that waste one's time and bring distraction when performing a task

Works without a specific plan or schedule thus loses track on what should be done and when it should be done

1

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 at hand from only one point of view, and examines only a few factors thus makes premature decisions

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 inform the client or key personnel involved when the project is facing problems such as production delays

Lacks time management skills; fails to monitor a project during its critical stages to find out if the project is on track

1

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

How well do you engage your audience while giving a talk?

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

[employee comments]
INSPIRING OTHERS:

People observe what you do more than they listen to how you speak. How do you ensure that your actions inspire others at work?

Describe a time when you felt you were able to inspire other employees in a big way. What did you do?

[employee comments]
MANAGING AT TEAM:

Have you ever been appointed to manage a team? If yes, describe the role you played in the team's success

Is there a time when you have praised an employee in public? How did you go about it?

[employee comments]
DEPENDABILITY:

Can your manager depend on you to handle tasks without being asked to do so?

Do you finish all your projects and tasks within the allocated time?

[employee comments]
ASSERTIVENESS:

Is there a time you had to effectively "read" another person in order to guide your actions based on your understanding of their individual needs?

How often do you encourage your colleagues to get into groups in order to make decisions that should be made jointly?

[employee comments]
EMOTION MANAGEMENT:

What is the most stressful situation you have ever found yourself in at work and how did you handle it?

Are there times you have suggested a creative solution to colleagues suffering from emotional distress?

[employee comments]
EMOTIONAL INTELLIGENCE:

What is one thing that makes you frustrated or angry at work and what do you do when that happens?

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

[employee comments]
PERSONAL COMMITMENT:

Describe a time when you did not deliver your promise. What was the promise? How did you fix the situation?

Is there a time when you faced challenges when working on a project? What did you do to remain determined to finish the project?

[employee comments]
PRACTICAL THINKING:

How have you helped other employees improve their ability to think practically? How has this benefited the company?

Describe a time when you have had to analyze a problem and come up with possible solutions. How did you go about it?

[employee comments]
PROJECT MANAGEMENT:

How do you motivate your project team and communicate with the stakeholders? How has this contributed to the success of your projects?

In your opinion, what do you think is the most important quality of a project manager? Explain you answer

[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: