Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a personnel specialist. Find the right words with quality phrases.
A personnel specialist has the primary role of providing detailed and accurate consultation on policies and regulations that pertain to human resource programs of an organization whether routine or complex activities. He or she gets to perform related human resource activities that revolve around employees? benefits and compensation plans and their general well-being.
Besides that major role, he/she will also undertake the following roles; advice appropriately on ways to improve employee workforce output, develop and maintain data and information for all human resource activities, ensure that all employees are paid in accordance with the company's and government policies, handling and resolving any human resource conflicts that might arise and offering advice on highly sensitive and complex human resource issues.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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. Speaks for too long and does not know how to summarize by capturing key points. | 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. | Creates time to research possible logistical or legal problems associated with a new company policy before implementing it Selects the best option and avoids vagueness or weak compromises in trying to please everyone | 2 |
| KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity. | Is always late to work, functions, and meetings and takes a day off when a major or important event is taking place at work Is not willing to share one's skills and knowledge with colleagues or team members | 1 |
| WORK ATTITUDE: Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there. | Always looks frightening making the team fear and withhold their opinions Always the bridge of conflicts among the coworkers fueling conflict on one side | 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 make mistakes, asks for help and accepts criticism and compliments positively Shows interest in what someone else has to say through appropriate questioning, clarification, reflecting and summarizing skills | 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. | Always apologizes for any emotional outburst immediately to the person or people involved Sets aside time each day to be with friends and family in order to have a chance to share and open up | 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. | Does not keep promises; always guarantees that deadlines will be met but constantly misses them Gossips and spreads unfounded rumors thus, cuts down team members rather than building them | 1 |
| USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it. | Assumes to know everything and does not ask for help from others even when one needs it Does not know how to anticipate problems thus panics when faced with challenges on the way to accomplishing own goals | 1 |
| BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world. | Dresses casually when attending crucial meetings and is rarely neat Raises the voice when disagreeing with what others are saying | 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 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 are you conversant with speaking different languages that suit different types of audiences? | [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] |
| KNOWLEDGE OF JOB: What steps have you taken in the past to adjust your style when it was not meeting a project's expectations? Can you give two or three examples of times when you have worked with groups of people to accomplish tasks? What was your role? | [employee comments] |
| WORK ATTITUDE: Do you allow others to air their opinions or give you new ideas you can implement? Are you emotionally stable or do you flare up in uncontrollable anger? | [employee comments] |
| ASSERTIVENESS: Can you think of a situation where you felt you had not communicated well? How did you correct the situation? 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? Is there a time a company policy hurt employees and you had to mitigate the negative consequences to employees? | [employee comments] |
| CONSISTENCY AND RELIABILITY: How many days of attendance at work do you feel should be considered satisfactory? What has been your record of attendance at work? Describe a time your workday ended before completing a task. Did you end up finishing the task? How did you do it? | [employee comments] |
| USING COMMON SENSE: What have you done to improve your ability to use common sense at work? Your workspace is messy. You can take one hour to clean it, or you can take three hours to shift to a new workspace. What should you do and why? | [employee comments] |
| BUSINESS ETIQUETTE: Do you prepare for meetings early enough and keep a schedule of upcoming meetings? What efforts are you making to respond to messages promptly and always call back? | [employee comments] |
| ENTREPRENEURIAL THINKING: What efforts are you making to become more involved with the community that supports your venture? What are you doing to avoid taking shortcuts when executing 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: |