How to do Performance Review

http://performancereviewexamples134.blogspot.com/2014/03/performance-review-examples-software.html

https://www.slideshare.net/john210378/performance-review-phrases
300+ performance review phrases pdf ebook free download

Ranking standard: EXCELLENT: FREQUENTLY EXCEEDS EXPECTATIONS 

• Has had a positive impact on the attitudes and performance of his fellow employees through his can-do approach to work 

• Is certain of her ability to get any job done and done right • Has yet to encounter a project that he can’t handle 

FULLY COMPETENT: MEETS EXPECTATIONS 

• Is always ready to jump in and get the job done • Seeks opportunities to show what she can do • Actively seeks the more challenging tasks • Rarely if ever says “I can’t” UNSATISFACTORY: • Has a “can’t-do” attitude • Is more likely to undo a project than do it • Says “no” before hearing all the facts 6

7. Positive review samples: 

• Peter always has such a positive mind-set. We are frequently pleasantly surprised by Ted’s posture during difficult times. 

• Peter frequently seems to have a positive outlook and we appreciate his stance on difficult decisions. 

• Peter’s attitude is one attribute which is positive.

 • Peter has a way of thinking about things that we appreciate. His willingness to share positive thoughts is refreshing. 

• Peter is quick to congratulate coworkers and builds an atmosphere of trust with his team. 

Ranking standard: EXCELLENT: FREQUENTLY EXCEEDS EXPECTATIONS
• Can be counted on to give 110 percent under all circumstances
• Keeps his commitments and works with fellow employees to help them keep theirs
• Automatically works extra hours if that’s what it takes to get the job done right FULLY COMPETENT: MEETS EXPECTATIONS
• Can be counted upon for steady performance
• Demonstrates consistently solid performance in all aspects of her work
• Handles projects conscientiously from start to finish
UNSATISFACTORY: CONSISTENTLY FAILS TO MEET EXPECTATIONS • Disappoints employees who depend on her • Makes promises that he doesn’t keep • Guarantees that deadlines will be met, but consistently misses them 10

https://hackernoon.com/how-to-do-performance-reviews-2f0e8cd170da
https://hughewilliams.com/2013/08/21/writing-a-performance-review-part-two/

Sam, thank you for contributions in 2012. I have rated you as <performance rating>.

You made positive contributions to building our next generation platform, hiring and leading the enablement team, and developing your skills in software engineering management. Well done! You did not deliver the new enablement engine on time, have not partnered successfully as we need to with the product team, and you need to continue to grow your presentation skills.

Project Alpha exceeded its goal of increasing the business by 3.5% in Europe. Several folks commented on this including examples such as “Thanks Sam for driving the European business, it’s been a pleasure partnering with you” and “You’ve really turned around the story in Portugal, you should feel proud”. It was exciting to see you delivering for Europe, particularly given the language complexities. In particular, it was good to see the successes in translation and price normalization. You also shipped some great work in North America (but missed the goal, that’s discussed later in this review).

Here’s another example:

You’ve made excellent progress on communication and meeting skills. We talked in our review last year about being more concise, letting others communicate, and letting others drive meetings. I can see great progress here – thanks for taking this feedback and working on it. People are noticing too: “I enjoyed working with Sam this year, he’s really developed into a solid communicator”.

We have had great discussions last year about updating the headcount spreadsheets in a timely fashion, and you reflected in your self-assessment that you’re not doing this. I’d suggest you focus on time management and prioritization — I will support you in developing these skills, including helping you find the right courses you can take. I expect that this is the last year we’ll be having this discussion, and that we will have solved this problem before our next review.

And one more:

I saw development in your ability to think strategically this year, but you can continue to grow in this area. A few people reflected in their feedback to me that you could have taken on more strategic initiatives, or ran with some of the more challenging problems that you saw.  In many of the meetings you’re in, you seeing technical problems that remain unsolved and that you could play a part in driving. You should focus on driving one or two strategic, significant changes this year.

https://www.poppastring.com/blog/MoreYearlyPerformanceReviewsExamples.aspx
https://www.poppastring.com/blog/RealPerformanceReviewExamples.aspx

Teamwork

• Attempts to use logical reasoning in making decisions and solving problems.
• Judgment is generally sound and reasonable.
• Decisions are well thought out.
• Effectively analyzes problems and formulates practical solutions.
• Exhibits a high degree of decision Making ability.
• Takes responsibility for consequences and decisions.
• Finds unique ways to effectively resolve problems.
• Promotes an atmosphere of mutual respect and cooperation.
• Encourages and supports others.
• Provides information, assistance and guidance to others to help them perform their responsibilities.
• Volunteers and offers suggestions. Shows courtesy and respect.
• Creates a climate for comfortable expression of ideas.
• Develops and maintains smooth and effective working relationships with [co-workers], [supervisors], [subordinates] etc.
• Uses positive methods of interactions with others.
• Discusses and explains information with others effectively.
• Produces accurate, well-presented and thorough written documents, records and reports.

Overall Performance

• Exhibits an interest and attempts to improve performance.
• Duties and responsibilities are regularly met and often exceeded.
• Projects completed have made measurable improvements to the position and department.
• Always strives for a high level of performance.
• Duties and responsibilities are always met and exceeded.
• Projects completed have provided a significant…
• High level of performance achieved by few.

Initiative\Independence

• Volunteers for special assignments.
• Willingly helps and assists others.
• Anticipates needs and takes appropriate steps to meet those needs.
• Accepts responsibility and performs responsibilities with limited supervision.
• Willingly accepts direction and is open to new ideas.
• Demonstrates willingness to learn and grow professionally.
• Demonstrates independent thinking and a desire to seek additional challenges.
• Can be counted upon to complete duties and responsibilities accurately and on-time.
• Utilizes time well and sets appropriate priorities.
• Follows through with plans.
• Knows when to ask for help when work loads or critical work assignments demand it.
• Accepts responsibility and new job assignments.

• Knowledge and expertise is relied on by others.

Planning

• Accepts change.
• Understand the unit’s mission/vision.
• Develops very good working relationships.
• Always displays a cooperative attitude and shares knowledge.
• Effectively adapts to change.
• Displays a positive attitude towards the mission/vision.
• Expresses the value of working as a team.
• Seeks ways to share knowledge or mentor co-workers.
• Embraces change and helps others to adapt.
• Demonstrates a total commitment to the mission/vision.

https://www.tinypulse.com/blog/sk-useful-phrases-performance-reviews



https://itstaffing.com/ready-use-performance-review-phrases/

Communication

Feedback is always constructive.

Too often blames others for problems.

Effectively communicates expectations and goals.

Effectively communicates personal concerns.

Needs to speak up more when faced with concerns.

Effectively highlights problems within the company and/or solutions to fix them.

Is unafraid to say, “I don’t know” when confronted with a tricky question or problem.

Manages meetings efficiently.

[Does not] return[s] communications in a timely manner.

Able to listen as effectively as talk.

Needs to work on listening to others.

Asks insightful and probing questions.

Able to empathize with others and is respectful of opposing viewpoints.

Constantly/never talks over others in meetings.

Attitude/Cooperation/Teamwork

Empowers his/herself as well as others around him/her.

Makes new employees feel welcome.

Recognizes potential in others, and seeks to help them reach their potential.

Quick to lend a hand to others in need of help.

Shares expertise with others, to teach as well as achieve goals.

Excellent example of our company culture in action.

Struggles when faced with activities which require a high amount of flexibility.

Is resistant/open to change.

Enthusiastic about work and working with others.

Greater enthusiasm is needed.

Handles pressure well.

Avoids delivering bad news when necessary or leaves that responsibility to others.

Is sensitive and clear when delivering bad news.

Finds the positive in situations where perspective is required.

His/her enthusiasm for the work shines through and infects others around them.

An excellent example of our company culture.

Though results are good, [employee] could stand to work on improving his/her general attitude or enthusiasm.

Has a tendency to blame others for problems or poor results.

Attendance and Punctuality

Consistently meets all/most deadlines.

Is punctual for work and meetings.

Always arrives to work prepared.

Is not meeting current standards for punctuality and/or attendance.

Needs to work on time management.

Respects [or fails to respect] the time of others.

Is utilizing time effectively.

Needs to utilize given time more effectively.

Is a reliable performer and maintains a good schedule.

Leadership/Management Ability

Able to bring out the best out of those in the team.

Has established [or needs to establish] an effective system for communication and information retrieval.

Provides constant coaching and guidance to employees.

Open to listening to employees, as well as experimenting with new management techniques.

Empowers others to take initiative as well.

Shows sound judgement in critical decision making.

Avoids knee jerk reactions, and collects all relevant facts before making a decision.

Needs to know when to step back and let the team work.

Sets [too] high expectations for his/her team.

Rarely/often gives recognition to his/her team.

Creates an atmosphere in which creativity and innovation is both rewarded and encouraged.

Too often stifles innovation and creativity.

Productivity

Developed [program/initiative] that delivered [x] results.

Improved output/production by [x]%.

Exceeded start of year goals by [number].

Thoroughly plans and prepares for the unexpected.

Provides consistent results that clients/customers can always count on.

Does not understand how to deal with difficult client/customer demands.

Deals with difficult client/customer demands in a way that leaves everyone satisfied.

Will never quit until a project is finished.

Is falling behind coworkers when it comes to producing results.

Creativity/Innovation

Actively seeks new ideas and approaches.

Excited and innovative when faced with unexpected obstacles.

Constantly searching for different and better ways to accomplish goals.

Has launched creative initiatives such as [specific example].

Creative in finding ways to correlate ideas with action.

Has become a constant well of fresh ideas.

Needs to find more ways to take creative risks.

Is [un]able to find more than one way to achieve a difficult task.

Has proven his/herself to be an innovator at heart.

Has a talent for thinking outside of the box, and encouraging others to do the same.

Consistently provides a new angle or way of thinking about things.

Can too often fall into the role of “naysayer.”

Needs to be more resourceful in accomplishing goals and tasks.

Vision/Drive/Goals

Has a strong vision for the future—both personally, and company wide.

Develops actionable goals and plans with which to meet them.

Implements plans swiftly and effectively, and able to tweak them when something is not working.

Works to promote the company’s mission and vision.

Contributes to the company’s larger goals.

Needs to set goals that are more challenging.

Constantly pursues opportunities for growth and learning.

When making goals, should strive to aim a little higher.

Might benefit from reigning in goals and vision to something more achievable.

Needs to work on making goals that more accurately match his/her talent level.

Learning/Growth/Technical Skills

Exhibits excellent proficiency in [relevant skill].

Able to grasp difficult technical concepts and explain them to others.

Tackles the intricacies of the job with ease and flair.

Needs to work on adapting better to new systems or technologies.

The first person we turn to when faced with a technical problem.

Continually searching for ways to improve.

Experiments with new means to improve skills and results.

Rarely/often makes careless errors.

Practices a great deal of care with the work.

Has good instincts and knows when to follow them.

Professional growth seems to have halted.

Has grown a lot since hiring, but still exhibits great potential for further growth.

https://smallbusiness.chron.com/considerations-managers-performance-evaluation-64732.html

Supervisory Skills

Supervisory skills are required for a manager to be successful in leading others. Therefore, you should appraise a manager's ability to leverage these skills in ways that positively affect business goals. For example, managers who bully employees negatively affect the morale of the victim and his coworkers, as well as the productivity of the company. For this reason, determine if a manager relies on coaching skills rather than intimidation to motivate workers. It's also important to consider if the manager sets appropriate goals, provides feedback and holds employees accountable in an equitable way by fairly enforcing rules.

Planning Skills

Identifying desired results and specifying the steps necessary to accomplish goals are essential to a company's success. Therefore, it's important for you to rate a manager on his ability to plan, organize and control employees’ work to meet your company's objectives. For example, a manager should excel in translating your expectations into action items that his direct reports can grab hold of and run with. Also important is the manager's understanding of your company's business plan, his ability to focus on performance and his talent for communicating this information through executable operational and tactical plans that align with corporate strategy. You should also consider a manager's ability to establish priorities, exert firm pressure to encourage employees to adhere to a plan and hold employees accountable for their contributions to the achievement of company goals.

Communication Skills

When a manager communicates effectively with an employee, the employee takes away information upon which he can act. For this reason, evaluate a manager's ability to provide feedback in specific terms. For example, consider if the manager communicates in an effective and timely manner that ensures team members do what is best for the company. Also, evaluate the manager's ability to communicate appropriate task-related information and explain how employee actions matter to the company. Equally important, consider how the manager deals with issues, relays information regarding problems and establishes productive relations with internal and external team members.

Leadership Skills

A manager must possess leadership skills to be effective. It's important, therefore, to evaluate a manager's ability to appropriately communicate and interact with others, outline expectations and provide direction to ensure employees’ work meets expectations. Also, consider if the manager is a leader who embraces your company's mission, establishes the right goals and creates a basis for tracking progress. It's equally important to evaluate if the manager demonstrates the ability to mobilize employees and resources along the right path and provide positive reinforcement. You should judge the manager's ability to relate to employees the tasks they must complete for your company's operations to be successful and his ability to inspire others to grow professionally.

https://www.fuseworkforce.com/blog/how-to-conduct-useful-performance-reviews-for-managers

Leadership skills

• Delegation
• Ownership and responsibility
• Coaching
• Decision-making
• Delegation
• Identifying and solving problems

Communication

• Speaking and listening
• Networking
• Nonverbal communication
• Energy and attitude
• Ability to give and receive feedback

Interpersonal skills

• Approachability
• Ability to work in groups
• Enthusiasm
• Confidence
• Empathy
• Stress management

Organizational skills

• Attention to detail
• Time management
• Project management
• Thoroughness of financial reporting

Alignment with company goals

• Embodiment of company values and mission
• Strategic planning
• Implementation of effective processes
• Contribution to workplace community