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

A Human Resources Generalist manages the day-to-day operations of the human resource office. He or she will participate in developing policies and programs that are relevant to the human resource office and the company at large. The role also includes developing developmental programs, benefits and compensation, organizational development and hiring of employees.

Besides that major role, he or she will get to perform the following duties; hiring employees for the company, undertaking employee training and development, undertaking space and organizational planning, perform and report employee performance evaluations, handle disciplinary issues, participating in policy development, handling employee benefits and compensation plans and ensuring employee safety and well-being.

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

INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements.

Does not usually approach issues and problems creatively and intelligently.

Not ready to listen to other people's ideas and does not support them in any way.

1

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Analyzes data from different focus groups in order to help select proper packaging for a new product in the company

Tries to be as objective and measured as one can be, and seeks input from other employees where appropriate or necessary

2

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.

Does not have control over anger or the ability to talk about it in a reasonable manner

Always takes responsibility for decisions that should be made jointly instead of supporting others to make their contribution to the discussion

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.

Never mindful of others' emotions. Does not seem to care about frustrated, angry or distressed colleagues

Feels out of control emotionally when negative thoughts become intrusive and persistent

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.

Presents problem analysis and recommended solution to other employees rather than just describing or identifying the problem itself

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

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Takes an introspective look at one's own performance, production ability and how well a task is completed and works to improve on the weak areas

Volunteers for new projects and makes new goals which one is excited to tackle, rather than hiding under the desk

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.

Falls into the trap of worrying too much about what others will say or think about one's ideas and lets that paralyze one from taking action

Insists that everyone else is wrong and therefore does not consider other people's ideas or way of thinking

1

ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change.

Looks for shortcuts rather than putting more effort into the business venture

Always pessimistic about all possibilities and easily falls prey to naysayers

1

MEETING MANAGEMENT: Meeting Management is the skill to know and understands the reason why an official meeting should be held and who should attend.

Attempts to multitask during a meeting and hardly assigns roles to participants

Constantly fails to follow up on meetings and hardly documents the assigned tasks

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

Makes little effort to create effective and reliable project schedules

1

Self Evaluation

Self Evaluation Question

Employee Comments

INNOVATION:

Explain how you go about when solving a problem or an issue?

Describe the best and the worst decision you have ever made?

[employee comments]
JUDGMENT SKILLS:

Describe a time when you had to be relatively quick in solving a problem. How did you do it? What was the outcome?

Can you describe step by step, how you would brainstorm possible themes for a fundraising campaign in your company?

[employee comments]
ASSERTIVENESS:

Can you describe a situation where you were able to strengthen a relation with a colleague by using effective communication?

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

[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:

Can you think of a time when you said or did something that had a positive impact on a colleague or client? What was it?

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

[employee comments]
ENJOYMENT OF THE JOB:

Describe a time when you went beyond your employer's expectations in order to get the job done

Can you describe a time when you made a suggestion to improve the work in your department? What was the outcome?

[employee comments]
PRACTICAL THINKING:

What are some of the challenges that you have faced when thinking practically? How have you faced these challenges?

How do you ensure that a certain source of information is reliable? Is there a time when you have made mistakes because someone had given you the wrong information? How did you handle the situation?

[employee comments]
ENTREPRENEURIAL THINKING:

What efforts are you making to become more involved with the community that supports your venture?

Are you making any efforts to become more determined to take risks?

[employee comments]
MEETING MANAGEMENT:

Have you ever failed to give participants the topic to be discussed beforehand? How did you correct the mistake?

What are you doing to ensure participants remain focused throughout a meeting?

[employee comments]
SCHEDULING:

What are you doing to create a balance between quality and quantity when scheduling tasks?

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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