Use this step by step explanation to craft a good employee performance feedback review for an application development director. Find the right words with quality phrases.
An application development director designs and supervises projects in IT that are meant to improve operations as well as taking charge of the overall planning, coordinating, and supervising all the activities about the design, creation, and implementation of applications in the organization. He/she manages the application development teams from when the idea is conceived to the final product.
Other specific responsibilities include setting deadlines and goals for the teams; making sure the project is running on schedule; finding, hiring and retaining the team of application development experts; managing the budget and setting forecasts as well as improving applications to aid in improving and maintaining the security of sensitive organizations information.
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 |
|---|---|---|
| CUSTOMER ORIENTED: Customer Oriented is a skill that focuses primarily on the client as the King offering quality services that meet the customer's expectations with an aim to inspire people rather than just try to sell their product. | Talks with a friendly and pleasant voice with customers over the phone. Knows how to listen to customers attentively to extract the important details required to assist them effectively. | 3 |
| 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. | Knows when to walk away from the current deal and make another deal. Seeks for clarification from the other negotiating parties on issues not well understood. | 3 |
| 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. | Always takes notes from what the interviewee is saying throughout the interview. Knows how to ask open-ended questions that allow the candidates to explain at length. | 3 |
| DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development. | Strives to achieve personal goals that others may be eluding Takes responsibility for both personal and company growth and development to ensure profitability | 3 |
| PHYSICAL ABILITIES: Physical Abilities is the ability of one's strengths and limitations that are also known as the individual resources to perform well at the tasks given. | Coordinates others in finding workable solutions to devices that won't perform Provided with many complicated tasks but manages to achieve each quickly | 3 |
| SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc. | Goes above and beyond; suggests new ideas, clients or products in order to make projects easier or more streamlined Speaks assertively in order to get people to listen and deliver one's own ideas with conviction | 2 |
| CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues. | Uses vivid diagrams, analogies, and other simple means of data presentation in order to help other colleagues understand complex new ideas Integrates complex and diverse data to create concepts that are entirely new but helpful to the company | 2 |
| 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. | Uses client satisfaction, quantity, cost, quality, and value added to the company, to evaluate success of a goal Looks for people who have already accomplished similar goals, learns what they have done, and follows their steps towards accomplishing own goals | 2 |
| 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. | Works efficiently and effectively to meet deadlines regardless of whether one is under pressure or not Produces clear status reports, communicates candidly and tactfully, makes others aware of any issues with the project, and is a good listener | 3 |
| MEETING MANAGEMENT: Meeting Management is the skill to know and understands the reason why an official meeting should be held and who should attend. | Invites only the most relevant participants in order to save time and resources Collects questions about the topic to be discussed way in advance | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CUSTOMER ORIENTED: Do you put in an extra effort and time in emergencies to ensure the needs of customers are met? Is there a time you understood a customer's circumstances quickly? What did you do? | [employee comments] |
| NEGOTIATION SKILLS: Give an instance that you managed to negotiate on something. What was the result? Have the results of any negotiation process gone against your expectations? | [employee comments] |
| INTERVIEWING: Describe an interview you have attended, and you felt you did not perform well? Have you ever arrived at an interview late? How did you perform or what happened? | [employee comments] |
| DEVELOPING OTHERS: Are you a fast learner and can you impart what you learn fast enough? What do you spend your energies on ? development or bringing down? | [employee comments] |
| PHYSICAL ABILITIES: Are you well equipped for the tasks you applied for? Do you have any health complications that the management should know about? | [employee comments] |
| SELF CONFIDENCE: Is there a time you interjected a different side of an issue or a different point of view? How did you go about it? Is there a time you had to lead other employees in a certain direction, but you had some doubts? What did you do? | [employee comments] |
| CONCEPTUAL THINKING: Can you describe a time you were able to identify underlying or key issues in a complex situation? How did you go about it? Give an example of a problem you solved when important facts were unavailable. What was the outcome? How was this problem affecting other employees? | [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? What new skills have you learned to improve your ability to set realistic goals? How has this helped you achieve your goals effectively? | [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 How do you make sure that you and your team deliver a project on time or exceed customer expectations? | [employee comments] |
| MEETING MANAGEMENT: What efforts are you making to gain more knowledge about effective meeting management skills? Have you ever failed to take notes during a meeting? How did you correct the mistake? | [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: |