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

A program coordinator coordinates staff and resources in a particular project. In a nutshell, he/she performs administrative and human resource duties in public programs such as health and community services.

Specific responsibilities include working with the staff to ensure that programs run effectively and within the set timelines, plan work schedules for their employees, monitor their performances, and grant them offs/leaves when need be. He/she also supervises billing payments and assesses if the funds available for the program is adequate to see it through its completion. Where there are limitations in financial resources, he/she solicits for additional funds. Lastly, they collaborate with other professionals such as account managers to ensure that the program runs smoothly.

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

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.

Often loses focus and track of tasks when presented with multiple tasks that demand one's full attention at work

Does not ask for help or advice from colleagues when one is stuck thus wastes valuable time trying to figure things out

1

FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large.

Thanks group members for their active contribution and makes sure to start a Thank You comment with a positive reinforcement

Makes sure that every group member has a chance to contribute ideas and that discussion is not dominated by one or two people

2

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.

Looks at only a part of the company but not as a whole during a strategic planning meeting

Develops plans that leave too much room for interpretation thus employees misinterpret the plans and miss the intended mark

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.

Rarely shows a willingness to compromise with others. Always want things done self's way

Focuses on the disagreements, rather than trying to find areas of agreement with the other person

1

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Examines technical charts for errors and reviews documents for compliance with established standards

Plays focus enhancing games that help sharpen one's memory and problem-solving skills

2

COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization.

Shows eagerness to promote the company's products and services to customers in order to make the customers feel part of the company's long-term success

Is encouraging, empowering and helpful and focuses on maintaining a harmonious and happy office environment

2

EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Is not honest when evaluating people's work; gives credit to people who don't deserve it and denies those who really deserve it

Uses judgment phrases such as "that was the wrong thing to do", or "good leaders don't", when evaluating people

1

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Does not acknowledge responsibility for failures and mistakes and always blames others when things don't turn out as expected

Meets company's goals but does not help other employees to do the same to improve the company's productivity

1

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Thinks that one is perfect in persuasion and therefore fails to hone own skills instead of looking at areas where one needs to improve

Does not take the time to find out what the other person really needs before starting the persuasion process

1

ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business.

Hardly remembers information and has a poor visual perception of information

Demonstrates little knowledge of working with numbers and figures and is often unable to interpret mathematical information

1

Self Evaluation

Self Evaluation Question

Employee Comments

MULTI-TASKING:

What effect does handling many things simultaneously have on you? When is the last time this happened?

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

[employee comments]
FACILITATION:

What methods of communication have you used to pass information to group members?

Who is in charge when you are away? How do you make sure that the person understands what you expect of him/her?

[employee comments]
STRATEGIC PLANNING:

If you were assigned a new project, what are the steps you would take to get the project moving and on track?

What tips would you offer anyone who is taking a role that involves strategic planning and accountability for decisions?

[employee comments]
ASSERTIVENESS:

Is there a time you had to effectively "read" another person in order to guide your actions based on your understanding of their individual needs?

Can you think of an occasion when you have had to motivate and boost the morale of your colleagues?

[employee comments]
ATTENTION TO DETAIL:

Describe a time when you were confused by a client's request. What process did you use to clarify things?

What tools/techniques do you use to check your work? Why do you use these tools/techniques?

[employee comments]
COMMITMENT TO THE JOB:

Can you describe a situation when you demonstrated initiative and took action without waiting for directions? Were you happy with the outcome?

Can you describe a situation where you had to be very persistent or dedicated in order to achieve goals?

[employee comments]
EVALUATING OTHERS:

Is there a time when you have not been honest when giving feedback? If yes, why is that?

How do you think a company benefits from regularly evaluating its employees?

[employee comments]
PERSONAL ACCOUNTABILITY:

Describe an occasion when you chose not to complete a task, for whatever reason. What happened?

Describe a time you reacted to pressure situations or short deadlines. How did you do it?

[employee comments]
PERSUADING OTHERS:

Can you describe a time when you have used facts to convince a customer to buy your products or services?

In your opinion, which is the best time to persuade others? Explain your answer

[employee comments]
ANALYTICAL SKILLS:

Can you recall any problem you solved that required analyzing complex and large volumes of data?

What efforts are you making to improve your knowledge to work with numbers and figures?

[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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