Use this step by step explanation to craft a good employee performance feedback review for a systems engineer. Find the right words with quality phrases.
A systems engineer uses engineering, computer science, and mathematical analysis knowledge to plan, design, develop, and test computer system's hardware and software and can take part in designing microprocessors, personal computers, circuits, robotics and cloud computing. He/she produces a computer system that meets clients needs by understanding the current system and improving it as well as integrating hardware and software programs.
Other duties include advising clients on the best hardware and software to use for effectiveness, take part in the acquisition, installation, and testing of the systems, evaluate whether the existing system is effective, recommend measures to be taken to improve ineffective systems and troubleshoots problems that occur when the computer system is in use.
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 |
|---|---|---|
| PROBLEM SOLVING: Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships. | Is always open-minded and readily accepts what others have to contribute. Shows strong level-headedness when assessing situations and coming up with solutions. | 2 |
| TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system. | Encourages users of the systems to always perform backup operations from time to time. Demonstrates good product and equipment knowledge and can advise clients accordingly. | 2 |
| MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups. | Asks one's boss for more responsibilities in order to broaden one's skill set and keep one stimulated and motivated to work Makes sure to get along with colleagues in order to enjoy being at work and boost motivation | 2 |
| 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. | Helps others determine their personal goals and work on them seriously Devises new plans to help out often with severe challenges | 2 |
| WORK ATTITUDE: Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there. | Has a high positive impact on those around encouraging and motivating them to do their best Always willing to jump in and help with any situation without necessarily being asked | 2 |
| EMOTIONAL INTELLIGENCE: Emotional Intelligence is the capability to identify your emotions, understand what they are telling me and realize how the feelings are affecting you and the people around you. | Creates healthy dialogues to help bring forward the best solution and demonstrates a sincere appreciation for opposing viewpoints Uses gentle humor, while explaining things that are difficult to express, without creating a flat | 2 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Thinks about how incredible one is to the situation at hand before one is able to persuade others Practices and rehearses how to present a situation and gets ready for all possible outcomes | 3 |
| ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change. | Tries the best to ensure the business is focused on the customer Levels the playing field with new technology trends and shows willingness to stay updated | 2 |
| COMPUTER SKILLS: Computer Skills are the necessary computer working skills that each employee need to have while seeking to get admitted into the professional world. | Understands the benefits of backing up computer data on a regular basis to an external storage device Understands the importance of being familiar with computer security issues | 2 |
| TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace. | Shows interest to understand how complex systems and processes work Knows the basics of troubleshooting and maintaining basic devices and machines | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PROBLEM SOLVING: Give an instance you solved a problem, and it was successful. Do you involve other people when trying to solve any particular problem? | [employee comments] |
| TROUBLESHOOTING: Give an instance you had to troubleshoot a problem, and you succeeded. What did you do? Have you ever been given feedback and you implemented it? How was the result? | [employee comments] |
| MOTIVATING OTHERS: What are some of the projects or tasks you have tackled without being asked or supervised? How did you push through difficulties? What is the biggest goal you have ever accomplished? Why do you consider it the biggest? Describe the problems you faced, if any | [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] |
| WORK ATTITUDE: Are you quick to congratulate coworkers who are doing their level best? Do you give your work a personal touch that people can put know you did it? | [employee comments] |
| EMOTIONAL INTELLIGENCE: What is your greatest strength? How do you make sure your colleagues benefit from your greatest strength? Is there a time a colleague came to you with a problem? How did you respond? | [employee comments] |
| PERSUADING OTHERS: What are some of the things that you have done to improve your ability to persuade others? What are some of the challenges you have faced when trying to persuade others and how have you overcome them? | [employee comments] |
| ENTREPRENEURIAL THINKING: Were there any times where you felt that you were less optimistic than other times? Are you making any efforts to become more determined to take risks? | [employee comments] |
| COMPUTER SKILLS: What efforts are you making to improve your typing speed and accuracy? What efforts are you making to become more familiar with computer security issues and copyright laws? | [employee comments] |
| TECHNICAL SKILLS: What are you doing to improve your ability to troubleshoot and maintain basic devices and machines? How often do you train others in your area of expertise and how often do you share your knowledge? | [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: |