Use this step by step explanation to craft a good employee performance feedback review for a system administrator. Find the right words with quality phrases.
A system administrator has the primary duty of overseeing and maintaining all Information Technology operations and related infrastructure in a company. He/she will see to it that all Technical IT operations and systems are working effectively and efficiently. Furthermore, he or she will see to it that all standards of the systems are maintained to the highest levels.
Besides that, he or she will perform the following duties; install and configure all hardware and software systems, perform troubleshooting techniques on the systems, undertake daily backup operations, develop workable security procedures and policies, monitor system logs, create and assign user accounts and maintain high system standards.
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. | Always asks the right questions and raises any relevant issue when necessary. Creates opportunities to evaluate and implement the decisions that are arrived at properly. | 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. | Assesses the various options until the cause of the problem is identified. Knows how to establish and maintain personal networks and relationships that are useful in troubleshooting. | 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. | Eliminates distractions; commits to turning off one's phone for a few hours at a time in order to get something done quickly Sets career goals that match with those of the company in order to stay motivated during the workweek | 2 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Completely adheres to the laid out company rules without defaulting any of them Can be relied upon to handle urgent tasks that no one wants to handle | 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. | Always firm, determined and confident with a strong minded will not give up Always focused to internal bearing that brings out the right attitude in all situations | 3 |
| PROBLEM/SITUATION ANALYSIS: Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down. | Looks at the problem from different directions in order to identify the root cause rather than getting sidetracked by the symptom Prepares for the worst possible outcome and how to deal with it; tries something else when a solution one has implemented doesn't work | 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. | Determines appropriate measures, prioritizes, and coordinates these measures for oneself and for project members in order to achieve the project goals Understands the company and its line of business, and is able to translate the company vision into a project vision | 3 |
| ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change. | Makes effort to project a positive, memorable, and professional business image 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 Shows willingness to learn how to use computer aided design technologies to create technical illustrations | 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 willingness to learn how to work with new systems Understands how to follow technical specifications when designing new systems | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PROBLEM SOLVING: How do you manage high-pressure situations that require fast and urgent attention? Are you in most cases conversant with what the problem is before you solve it? | [employee comments] |
| TROUBLESHOOTING: How do you manage your clients and communicate to them the progress of their work? Have you ever sought help when you were stuck at a given point and what new thing did you learn? | [employee comments] |
| MOTIVATING OTHERS: Do you prefer working in a busy environment or one that is quiet? Why? What situation(s) make(s) you feel demotivated at work? Is there anything you can do to change this/these? | [employee comments] |
| DEPENDABILITY: Are you trustworthy to handle the tasks given without passing them on to others? Are there areas you have not showed or practiced dependability that you need to change | [employee comments] |
| WORK ATTITUDE: Are you an asset to your company or a strict liability that only causes conflict? Do you care about the impression you give to your business about what kind of a person you are? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: What information do you research when analyzing a problem and how do you use it? Describe a time when you have found a creative way to solve a problem. How did you feel? | [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 In your opinion, what do you think is the most important quality of a project manager? Explain you answer | [employee comments] |
| ENTREPRENEURIAL THINKING: Can you think of situations where you demonstrated a lot of determination despite facing obstacles and challenges? What efforts are you making to stay ahead of your competitors and learn from them? | [employee comments] |
| COMPUTER SKILLS: What are you doing to improve your knowledge in installing, using, and troubleshooting computer software What efforts are you making to learn how to install different types of operating systems? | [employee comments] |
| TECHNICAL SKILLS: Can you describe a time when you saved time by applying your technical skills to automate a process? What efforts are you making to learn new technologies and remain updated with technology? | [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: |