Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a program manager. Find the right words with quality phrases.
A program manager is mandated to ensure that the program outcomes are achieved within the set timelines and budget. He/she coordinates his/her team to make sure the program delivers and also coordinates and manages the multiple projects within the program.
Other responsibilities include to identify risks within the existing projects in the program and to outline appropriate solutions. He/she also proposes certain changes, which they believe it would improve the projected benefits. The position also requires the individual to nurture an enabling environment, which allows the staff to participate in the program actively. He/she also makes sure the program is in line with the quality standards and also allocates the right human resources and funding to various projects in the program.
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 |
|---|---|---|
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Sets integrity aside when performing any task or dealing with any customer Holds a questionable character that every customer and coworker gets concerned about | 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. | Finds ways to get self needs met without sacrificing others' needs in the process Always clear and direct to the point when answering a question; never leaves a questioner with a half-baked answer | 2 |
| ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task. | Does not give one's brain time to relax; always hops from one project to the other without considering taking some rest Sometimes makes errors that lead to significant problems for the company and other employees | 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. | Has trouble connecting with other employees and does not participate in departmental functions or activities Does not speak up even when one knows things are not being dealt with directly and honestly | 1 |
| ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it. | Periodically thanks one's employer for being chosen to participate in a new team project or for the opportunity to work at the company Looks for solutions instead of griping about problems; comes up with suggestions about ways to make things better and run smoothly | 2 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Finds something good to say about others even when one does not like what they have produced Looks for evidence that a person sets clear goals that match the company's objectives | 2 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Provides too much information, which only gets people confused and makes them think that one is trying to blind them Gets angry or upset when the person one is persuading refuses to buy one's idea or solution to a problem | 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 unattainable goals and therefore gets frustrated when one keeps on missing the deadlines Does not track the performance of team goals and therefore fails to identify team members who are lagging behind or those who are working hard | 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. | Does not take the time to understand what the project is about; goes straight to delegating project tasks without a detailed plan Does not take ownership of the project; shows the unwillingness to commit or see the project through to successful completion | 1 |
| QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with. | Is reluctant to explain to employees the importance of producing quality work or problems that the company could face if employees continued producing low-quality work Does not check own work, to make sure that one meets the set quality standards, before submission | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| DEPENDABILITY: Can your manager depend on you to handle tasks without being asked to do so? Are your work results and your reliability in harmony and dos your record show that? | [employee comments] |
| ASSERTIVENESS: Have you ever used verbal communication to get a point across that was important to you? Can you think of an occasion when you have had to motivate and boost the morale of your colleagues? | [employee comments] |
| ATTENTION TO DETAIL: Do you prefer to work with the "details" or the "big picture" of a situation? 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 give an example of a time when you had to go above and beyond the call of duty to have a task accomplished? What has been your major work-related setback? What happened and how did you manage to keep moving forward? | [employee comments] |
| ENJOYMENT OF THE JOB: What techniques and processes have you come up with to make your job easier or to be more effective at work? Can you describe a working environment that makes you happy and more productive? | [employee comments] |
| EVALUATING OTHERS: How do you prepare for an evaluation process? How do you make sure that a person knows exactly what you are looking for? 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? What are some of the challenges you have faced when trying to persuade others and how have you overcome them? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: Describe one of the greatest accomplishment in your career life. What are some of the challenges you faced along the way? Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do? | [employee comments] |
| PROJECT MANAGEMENT: What stress management techniques and problem resolution models have you used while managing a project? Illustrate your answer with a real life example Describe the most difficult project that you have ever managed. What made it difficult and how did you go about it? | [employee comments] |
| QUALITY OF WORK: How often have you produced low-quality work? What has prevented you from producing high-quality work? What are some of the tools that you have used to check for information accuracy before working on it? | [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: |