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

A director of compensation will be tasked with the responsibility of managing and implementing the organization's compensation programs. This person is normally tasked with ensuring that all employees are treated with respect and in fairness when it comes to compensation issues. He/she will ensure that the compensation structure is employee and company friendly.

The director will also get to perform the following roles besides the main role; these include; managing and directing all staffs involved in handling compensation issues; ensuring that all company compensation structure complies with the laid down rules and regulations, monitor and document all compensational activities, and help in establishing compensation budgets.

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

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.

Tells everyone what one is good at instead of letting one's actions speak for themselves

Is unwilling to share one's knowledge; does not share what one has read with others or some of the inspirational books one has read

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.

Gives each employee sufficient time to accomplish the specific objectives assigned to him/her

Always has objectives, timelines, a budget and the right people to develop an effective strategic plan

2

APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them.

Does not focus on delegation of tasks ending up with a messy schedule

Shows favoritism to some employees creating conflict in the workplace

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.

Finds it hard to initiate and maintain comfortable relationships with colleagues at work

Lacks good listening skills. Responds quickly without listening carefully to what the other person has to say, thus missing important details

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.

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.

Explains tough situations in a proper and professional way that is clear to the rest of the team members

Does a self-evaluation of one's own emotions, strengths, and shortcomings a few times every day and works on areas that need improvement

2

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

Gossips and spreads unfounded rumors thus, cuts down team members rather than building them

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

Often breaks promises; commits to a task but does not deliver due to lack of proper planning

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.

Sets unattainable goals and therefore gets frustrated when one keeps on missing the deadlines

Describes own goals and objectives in a negative way thus feels demotivated and lacks morale to accomplish them

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

Lacks determination and does not set clear goals when executing ideas

1

Self Evaluation

Self Evaluation Question

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]
STRATEGIC PLANNING:

Can you describe a time when you have anticipated the future and made changes to current operations to meet future needs?

What goals have you set for your career? What is your plan to achieve them?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

Do you encourage and motivate or do you discourage others?

Do you concentrate so much on the negative and forget the positives?

[employee comments]
ASSERTIVENESS:

Is there a time you had to speak up in order to be sure that other people knew what felt or thought?

Have you ever been in a situation where you were motivated to question your employer's decision?

[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?

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?

Which is one of the most stressful situations you have had? How did you resolve the situation?

[employee comments]
CONSISTENCY AND RELIABILITY:

Describe a time when you took responsibility for an error and were held personally accountable. What happened?

Describe a time your workday ended before completing a task. Did you end up finishing the task? How did you do it?

[employee comments]
PERSONAL COMMITMENT:

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

Describe a project that was implemented because of your personal commitment. What was your role in the project?

[employee comments]
GOAL AND OBJECTIVE SETTING:

How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals?

Describe some of the factors that you consider when setting your goals and objectives. How have these contributed to your success in the goal setting process?

[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

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: