Performance Review Examples – Criteria and Phrases

Posted: August 2, 2019 at 2:47 am


without comments

Performance reviews are an important feature in any organization since it determines the future growth of an employee. Performance review examples help in guiding people responsible for drafting performance evaluations to effectively appraise an individual and draft their assessments.

Annual appraisals can be a time of great strain not only on the employee whose growth in the organization is determined by the review he or she is given by his or her superiors, but also for the people responsible for ensuring proper performance appraisals. Drafting a copy of the review to ensure that feedback can be given to the employee so as to encourage him or her to perform better is important. It is generally the human resource department that is responsible for drafting and conducting performance reviews, along with the employees reporting authority. While some companies ask the employee being evaluated to fill up self-evaluation forms as well, most companies conduct the annual appraisal solely based on a superiors judgment of the employee and his performance in the company. While verbal appraisals can be easy, it is a bit of a task to draft written performance appraisals in order to share it with the employee. This is where performance review examples come into the picture. Sample performance evaluation comments help people responsible for phrasing performance reviews by giving them an insight into how to draft evaluation comments.

Performance review examples and phrases need to be written in such a manner that while expressing authority, they do not have a domineering tone and maintain a tone that is both formal and casual. It is important to highlight the positive ways in which the employee has contributed to the company. Reviews of employee performance are important for attitude development, proper communication, improving employee motivation, organizational targets, and ensuring that positive relations are maintained between the employees and the management. Effective performance review tips need to be kept in mind while drafting a proper appraisal. You can use the following sample appraisals that can aid you in the process.

Performance appraisals focus on many different aspects of a professional environment. Examples of a performance review which determine the professional attitude of an employee are given below.

Proper communication forms the basis of any workplace and it is of utmost importance that an individual has good communication skills, both verbal and written. Given below are some performance appraisal phrases that you can use while reviewing an employees abilities of communicating.

One of the foremost qualities that an employee with high aspirations must possess is leadership and the ability to manage a team. These are also qualities that most companies tend to look out for.

One of the most common causes of attrition in professional settings today is burn out or stress. In such a scenario, it becomes important that employees are able to manage the stress that the work brings along with it.

Most companies lay a lot of stress on punctuality and the ability to manage the time that you have to achieve targets.

Well drafted performance evaluations with proper review phrases are a reflection of the professionalism of not only the company but also of the person drafting the evaluations. In order to ensure that the appraisals do not come across as informal, it is always a good idea to refer to employee review examples that will enable you to draft them well.

Employee:Ross, JasonJob Title:New Business RepresentativeJob Code:124552-654Review period start:12/1/11Review period end: 12/31/12Reviewer:Richard Brown

Communications 3.20 Meets requirementsJason displays very good verbal skills, communicating clearly and concisely. He exhibits good listening skills and comprehends complex matters well. His written communications skills meet the requirements of his position, and he keeps others adequately informed. However, Jason occasionally selects inappropriate methods of communication.

Managing People 3.33 Meets requirementsJason provides clear direction and has little problem gaining compliance from others. He provides consistent, valuable performance feedback, and he dedicates considerable effort to developing the skills of his subordinates. Jason includes subordinates in most planning, and he takes responsibility for his subordinates activities. However, there have been times when he did not make himself available enough to subordinates.

Leadership 2.40 Needs improvementJason quickly assumes a strong leadership role when action is needed. He influences others to perform better. However, he would be a stronger leader if he exhibited greater confidence in himself as well as in others. Upon occasion, his actions have resulted in a lack of respect and trust from others. Jason has reacted poorly in pressure situations.

Teamwork 4.40 Exceeds requirementsJason gives candid, constructive feedback to team members and, in turn, actively requests feedback from them. He is a leader in building a strong team spirit and identity. All his actions are directed toward the success of the team over his own interests. He exhibits a high degree of openness and objectivity to the views of others. Jason has been able to balance the needs of the team with his individual responsibilities.

Recruitment & Staffing 3.40 Meets requirementsJason successfully utilizes the recruitment sources available to him . His analysis and forecasting of staffing needs are accurate and effective. For the most part, he exhibits good interviewing skills and techniques. As he interviews candidates, he usually offers a positive yet realistic view of the organization. His selection decisions generally result in successful hires.

Delegation 2.60 Meets requirementsJason actively uses delegation to better manage the workload of his organization. He usually assigns tasks to people based on their skills, experience, strengths, and limitations. However, his subordinates are too often not given the adequate authority and independence to carry out the responsibilities his has delegated to them. When Jason delegates work, he needs to be clearer in defining expectations and then to monitor those activities regularly. Further, he sometimes does not adequately recognize or give credit to people for the results of work he has delegated.

Goal: Improve Time ManagementCategory:Time ManagementDescription:Try to schedule all of your appointment in the contact management program and keep it updated.Measurement:Weekly printout of contact managers calendar.Goal result:Improved, but I have found some instances where Jason is out of the office but there is not entry in the contact manager.Rating:3

When Jason and I set goals last spring, we did not expect the reorganization. It really changed our priorities so there was not much time to devote to some of the special projects. Instead we got many new projects. Jason played an important role as a team member in selecting the new payroll vendor and in reviewing our procedures during the audit.

Learn to trust members of your staff by letting them successfully complete delegated tasks and prove themselves.

EMPLOYEE ACKNOWLEDGMENT:I have reviewed this document and discussed the contents with my manager. My signature means that I have been advised of my performance status and does not necessarily imply that I agree with the evaluation.

Employee Signature ________________________ Date ___________

Manager Signature _________________________ Date ___________

Link:
Performance Review Examples - Criteria and Phrases

Related Post

Written by admin |

August 2nd, 2019 at 2:47 am