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

A program director ensures the success of a program while maintaining the business value. Therefore, he/she acts as the pivotal point between the program manager and the business and also takes care of the interests of the clients by ensuring effective communication and collaboration between the parties.

Other specific responsibilities include making sure that the program produces the expected outcomes and that all the objectives are met within the set time and budget constraints. They utilize their knowledge about the business and the program to make decisions and sees to it that the program is being managed effectively. They are also responsible for briefing the client about the program from planning to its implementation, and they obtain the necessary resources from the client organization.

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

INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc.

Does not dress to suit the interview and the dressing is usually not professional.

Exudes an over-confident nature and appears cocky when putting points across.

1

LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place.

Consistently emphasizes the importance of teamwork and personal goals by being an example

Precisely acknowledges the success of employees and recognize their contributions

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

Discourages other employees from openly voicing their views, ideas, and feelings

1

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

Easily gets distracted when colleagues talk or phone rings while handling a task thus forgets important details

Is too tolerant of errors and always falls short of the mark in terms of accuracy and quality

1

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.

Constantly shares best practices and industry trends that help a company create outsized incomes

Anticipates company's needs and possible problems, and comes up with suggestions to address those needs

2

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

Looks for evidence that a person is committed to developing new skills that help improve the company

Looks at how consistent a person is in finding new effective ways to perform tasks or solve issues

2

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

Makes assumptions about the person one is persuading and therefore is not able to reassess when new evidence emerges

Gets angry or upset when the person one is persuading refuses to buy one's idea or solution to a problem

1

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.

Slips into thinking of oneself as a victim that has little or no control over the situation at hand instead of facing the situation head on

Looks at the situation at hand from only one point of view, and examines only a few factors thus makes premature decisions

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 different goals for team members with similar responsibilities thus encourages internal rivalries that lead to diminished morale

Does not rank goals in the order of their importance to the company thus often misses deadlines for the most crucial goals

1

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Has poor organization skills thus sometimes fails to know who does what, and when, or whether a project is complete or not

Does not take ownership of the project; shows the unwillingness to commit or see the project through to successful completion

1

Self Evaluation

Self Evaluation Question

Employee Comments

INTERVIEWING:

Describe the best interview you have ever attended, and you felt you performed well?

Have you ever arrived at an interview late? How did you perform or what happened?

[employee comments]
LEADERSHIP SKILLS:

Do you invest in teamwork to ensure both management and workers are all harmonious?

Can you be trusted to poor coach employees to see a change in their performance?

[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?

How often do you encourage your colleagues to get into groups in order to make decisions that should be made jointly?

[employee comments]
ATTENTION TO DETAIL:

Is there a time you identified an error that had been overlooked by a colleague? What did you do to fix it?

Are there times you have made huge mistakes due to not paying attention to details? What happened?

[employee comments]
COMMITMENT TO THE JOB:

Are there instances in which you anticipated problems, and you were able to suggest solutions and influence a new direction?

What has been your major work-related setback? What happened and how did you manage to keep moving forward?

[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]
PERSUADING OTHERS:

Describe a time when you have used persuasion to convince someone to see things your way. What tips did you use?

Can you describe a time when you have had to convince a difficult colleague to accept your idea?

[employee comments]
PRACTICAL THINKING:

How have you helped other employees improve their ability to think practically? How has this benefited the company?

Describe a project that was successful because of your ability to think practically. What was your role?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Describe a time when your team failed to meet its goals due to an underperforming employee. How did you deal with the situation?

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]
PROJECT MANAGEMENT:

What communication plans have you used to convey an important message to your team? How have you confirmed the accuracy of information received or sent?

In your opinion, what do you think is the most important quality of a project manager? Explain you answer

[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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