Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a compensation manager. Find the right words with quality phrases.
A compensation manager is tasked with the responsibility of managing the compensation functions for the employees of an organization. He or she will ensure that all undertaken compensations processes are done in line with the stipulated company and government rules and regulations. They ensure that the compensations processes are done in an equitable, competitive, and fair manner for all employees.
In addition to that, he or she will get to also undertake the following roles from time to time; Advising the employees on pay decisions and policies, monitor the effectiveness of the current pay structure to ensure they are in line with the rules and policies, conduct salary reviews for the organization employees as per market rate, undertake pay research and handling compensation inquiries that the employees might raise.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
| MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups. | Seeks out honest feedback from the bosses in order to get an ego boost and refresh one's motivation to continue to perform well Makes realistic lists for the day in order to increase motivation to accomplish goals and gain momentum from crossing things off the list once they are complete | 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 Goes for the quick fix instead of going to the root of the problem and developing lasting strategies to solve it | 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. | Allows oneself to be angry but still remains respectful to colleagues and clients 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. | Regularly exercises in order to let anger out of the system and enhance mood Decorates working spaces with pictures and mementos that bring happy memories at work to help calm down when feeling stressed | 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. | Often feels frustrated and gets impatient with colleagues who do not seem to get the point Lacks good communication skills. Easily gets distracted and does not absorb another colleague's point of view | 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. | Avoids the hardest tasks instead of completing them first, thus quickly lacks confidence and motivation to do the easy tasks Works without a specific plan or schedule thus loses track on what should be done and when it should be done | 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. | Takes too much time to get the job done thus delays output or produces less number of works Jumps into conclusions instead of taking the time to dig into the situation at hand and find out the root cause | 1 |
| ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change. | Reacts emotionally to obstacles and challenges faced when executing ideas and does little to overcome them Makes poor financial decisions and has poor money management skills | 1 |
Self Evaluation | |
Self Evaluation Question | 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] |
| MOTIVATING OTHERS: What is one of the lowest points you have had at work? What did you do to remain motivated and accomplish your goals? What is the biggest goal you have ever accomplished? Why do you consider it the biggest? Describe the problems you faced, if any | [employee comments] |
| MANAGING AT TEAM: How do you think your reporting staff would comment on your strengths, weaknesses, and managing style? How do you go about getting cohesion among employees who disagree with everything you say? | [employee comments] |
| DEPENDABILITY: Are you trustworthy to handle the tasks given without passing them on to others? Are you a loyal person that your coworkers and management can rely on? | [employee comments] |
| ASSERTIVENESS: Have you ever used verbal communication to get a point across that was important to you? Can you think of an occasion when you have had to motivate and boost the morale of your colleagues? | [employee comments] |
| EMOTION MANAGEMENT: Is there a time you made a hasty business decision that you ultimately regretted? What was the outcome? 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 one thing that makes you frustrated or angry at work and what do you do when that happens? Why is it so important to build trust and rapport with colleagues? How do you develop the two in the workplace? | [employee comments] |
| PERSONAL COMMITMENT: After setting your goals, how do you keep track of your progress? What do you do when you realize that you have done less than you expected? Describe a project that was implemented because of your personal commitment. What was your role in the project? | [employee comments] |
| MANAGING DETAILS: Is there a time when you have failed to deliver a project on time because you didn't have all the required information? What happened? What are some of the things you have done or skills you have acquired to improve your ability to manage details at work? | [employee comments] |
| ENTREPRENEURIAL THINKING: What are your doing to improve your money management skills? What have you learned from your past mistakes when executing business ideas? | [employee comments] |
Summary |
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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: |