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

A regulatory manager is responsible for ensuring that an organization complies with the regulatory standards accordingly. They prepare documents and avail reports to the regulatory agencies as well as providing information about services or products as required by the agency.

Aside from the preparation of documents required by the regulatory agencies, he/she is responsible for making sure that the company is not sued by working together with the legal department staff to ensure optimum compliance. They are also mandated to prepare local working standards to facilitate effective compliance, training the staff on best compliance practices and staying updated regarding new regulatory standards and related legislations.

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

NEGOTIATION SKILLS: Negotiation Skills are a deliberative process by which people settle their differences through an acceptable agreement to both parties to co-exist without argument and dispute in the workplace.

Does not act soberly when the negotiation process hits a dead end and tends to lash out when it goes wrong.

Does not implement the agreed aspects of the negotiation and interferes with the negotiation outcome.

1

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Makes a list of things one need to refer to often and puts it next to one's computer for quick access

Posts one's to-do list in a prominent place spot in order to remind oneself what really needs to get done

2

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Often picks fights with uncooperative, unreasonable and frustrating employees, customers, and suppliers

Does not ask for feedback from colleagues for fear of being criticized

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.

Does not refresh the plans frequently to keep them from becoming stale and keep the energy energized on their execution

Develops a plan without aligning it with the budget thus makes it hard to transform the plan into action

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.

Shows appreciation of other people's contribution by using verbal and nonverbal communication skills such as nodding, maintaining good eye contact and smiling

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.

Assists hurting colleagues by referring them to the help that they need, like employee assistant programs and conflict skills training

Focuses on working towards happiness and betterment rather than just "getting by" each day

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

Always comes up with excuses or blames other employees when deadlines are not met, or tasks are not 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.

Sets nearly impossible personal and professional standards for oneself, which makes it hard for one to achieve the set goals

Allows oneself to be caught up in office gossip or chit-chat instead of concentrating on the assigned task and producing correct and quality work

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

Hardly makes introductions during meetings and does not observe ranking when making introductions

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

Takes uncalculated risks and jumps blindly into action without considering the likelihood of failure

1

Self Evaluation

Self Evaluation Question

Employee Comments

NEGOTIATION SKILLS:

When negotiating how well do you take charge of the process?

Explain an instance that you hit a dead-end in a negotiation process. What did you do to reach a conclusion?

[employee comments]
MULTI-TASKING:

Describe a time when you have had to perform multiple tasks at the same time. What are some of the challenges you faced?

What are some of the resources you have used for effective multi-tasking other than your own time and attention?

[employee comments]
MOTIVATING OTHERS:

Can you give an example of a time when you overcame a significant problem, which made you very proud of yourself?

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]
STRATEGIC PLANNING:

What are the steps and methods you have used to define a vision for your position or department?

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

[employee comments]
ASSERTIVENESS:

Have you ever used verbal communication to get a point across that was important to you?

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:

Have you ever been regularly late at work? What was the reaction to this behavior in your team?

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

[employee comments]
MANAGING DETAILS:

How would you deal with a team member who is super detail oriented, that he/she always slows the team down?

If a project is not due for several weeks, when do think it's the best time to start working on it and why?

[employee comments]
BUSINESS ETIQUETTE:

How often do you encourage others to stand up when shaking hands or meeting new people?

What would you like to improve about yourself in order to be more pleasant to work with?

[employee comments]
ENTREPRENEURIAL THINKING:

Can you think of situations where you demonstrated a lot of determination despite facing obstacles and challenges?

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:

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