Use this step by step explanation to craft a good employee performance feedback review for a senior associate, climate and energy program. Find the right words with quality phrases.
A Senior Associate, Climate and Energy Program is tasked with the primary responsibility of conducting research and analysis on various aspects of climate change. He/she also develops tools and information sources to enable policy maker to make decisions on the issue about climate change. In addition, he/she will get to develop and maintain good partner relations.
Besides that he/she is also tasked with the responsibility of developing project proposals and concept notes; manage large projects on climate change and energy; establish ways in which climate-related problems can be tackled; participate in climate and energy related research projects and attend climate change and energy meetings from time to time.
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 |
|---|---|---|
| INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work. | Sets realistic goals and develops a clear plan to accomplish them in order to avoid issues or confusion in future Expands one's horizons further than before while thinking about the impact one's actions will have on those around | 2 |
| MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives. | Makes sure that employees are recruited, selected, appraised and rewarded appropriately and takes action to address performance problems Develops networks across boundaries in order to build strategic business relationships and achieve common goals | 2 |
| COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition. | Concerned with how work scheduling is done to avoid overcrowding some employees Very open to correction and communication both from coworkers and management | 2 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Balances and satisfies the needs of all the relevant stakeholders Addresses all the problems that rise in a proactive manner | 3 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Tracks one's stressors by keeping a journal to identify which situations create the most stress and how to respond to them Avoids toxic co-workers; stays as away as possible from colleagues who gossip or those that bring negative energy | 3 |
| PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face. | Makes a clear statement of how one feels, without becoming angry, irritated or defensive, no matter the number of times one has to repeat oneself Keeps one's thoughts focused on taking action towards own goals and avoids negative thoughts that ruin one's concentration | 2 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Utilizes tools and techniques that ensure that projects and goals remain on target and within the set budget Generates enthusiasm and commitment from others in order to set and achieve challenging goals or objectives | 3 |
| 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. | Develops a unit of measurement for key goal results in order to know when one has accomplished own goals Sets goals that are tied to the overall growth strategy of the company in order to increase the company's productivity | 2 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Participates in events that are diversity-related and makes efforts to promote them Often welcomes and considers the ideas and views of other people | 2 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Seeks for extra assistance from colleagues on complex concepts learned in training sessions Shows interest to learn new skills and is making an effort to develop a positive attitude towards complex training sessions | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INSPIRING OTHERS: What have you done to make other employees feel cared for and to earn trust from them? Is there a time when you have had difficulties getting a colleague to accept your advice? What was your approach? | [employee comments] |
| MANAGING AT TEAM: Have you ever been appointed to manage a team? If yes, describe the role you played in the team's success What are the two most important values that you demonstrate as a manager? Describe a time when you have demonstrated these values in the workplace | [employee comments] |
| COOPERATION WITH COLLEAGUES: Are you available when your team needs you to finish tasks? Do you deserve a promotion gauging from the work you have done as a team? | [employee comments] |
| ORIENTATION TO WORK: Do you deliver your work within the set deadlines or are you always making excuses? Do you learn valuable lessons from your past mistakes and correct them? | [employee comments] |
| HANDLING STRESS: Describe a time when you have had a heavy workload. How did you handle it? Which specific areas in your current department do you find to be the most stressful? | [employee comments] |
| PERSISTENCE: How do you show persistence in the workplace? Describe a situation that has forced you to remain persistent at work What have you done in the past to become successful in achieving your goals? | [employee comments] |
| RESULTS ORIENTATION: Describe a time when you have been very successful in accomplishing your goals. What made this possible? Describe a project/goal that required you to pay attention to detail. How did you go about accomplishing it? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: Suppose your goal is to run your own company in the next two years. How will you go about accomplishing this goal? Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do? | [employee comments] |
| DIVERSITY AWARENESS: What are you doing to be seen as a person who can address diversity concerns of other people? What efforts are you making to welcome and consider the ideas and views of other people? | [employee comments] |
| TRAINING OTHERS: How often do you participate in specialized training and what efforts are you making to look for more training opportunities? What are you doing to prepare for training sessions ahead of time? | [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: |