PERFORMANCE FEEDBACK PREPARATION DOCUMENT
The purpose of this form is to provide a documented snapshot of the performance conversations occurring between managers and employees throughout the year. The process encourages communication, listening, and understanding, and meets more specific needs of the organization by providing insight into workload, organizational structure, development needs, and compensation allocation.
For employees and managers, the process offers a time to celebrate accomplishments, learn from experience, identify and develop strengths and areas of improvement in performance, discuss the previous year’s goals, and plan for goals for the coming year.
Employee Identification
Name:Division:
JobTitle:Department:
HireDate:EmployeeID:
Review goals from the past year and provide the contributions and challenges of the work for each.
GoalsContributions & Challenges Related to Goal
Title:
Description:
Title:
Description:
Writing Feedback
ForeachCommitment,itishelpfultoprovidespecificfeedback.AratingofAreaofConcernrequirescomments.More information and tips can be foundHERE
Positive Feedback:
Provide the context of a situation or task
Describe the employee's specific positive action/behavior Explain the result of that positive action/behavior
Developmental Feedback:
Provide the context of a situation or task
Describe the employee's specific unsuitable action/behavior Explain the result of that unsuitable action/behavior
Describe the preferred action or behavior and developmental suggestions Explain the desired/expected result of the preferred action/behavior
Appraisal of Past Year
Area of Mastery
Performance exceeds goals set for position both in technical skill as well as producing high impact performance of job duties. Knowledge of position and responsibilities continually expand beyond expectations. Knowledge and/or skill serves as a positive model and at the level of mastery with ability to teach to others.
Area of Competence
Performance is dependable and meets the goals set for position. Assignments are completed in an effective manner.
Area of Needed Development
Performance approaches acceptable standards for position and extra effort is needed to improve. Potential for growth in professional skill/learning exists through targeted development opportunities and adjustment in approach.
Area of Concern
Performance is below standard of position and improvement is required. *Requires comment.
Performance Matrix
TheperformancematrixprovidesfurtherdescriptionofeachCoreCommitmentandbehavioralexamples,soitservesasa useful reference when determining the appraisal selection for eachcompetency.
The document will open in a new browser window as a PDF; click HERE to open.
Competency / Rating: Mastery, Competence, Development, Concern / Evidence? What would it take for this employee to move up a rating? What would it take for the employee to be rated lower? Read on for additional considerations.Account for Stewardship of Time, Resources, & Self
Discernment Deliver Results Plan & Organize / How does this feedback benefit the employee? ovide feedback that will help the employee? Can I speak with assurance?
(what to say, how to say it, and admit what I don’t know)
Build Relationships & Work Collaboratively
Relationship Management Respect Diversity Teamwork & Collaboration / Have I identified and planned for areas of possible disagreement during the review? How can I foster an open and positive
discussion? How can I make employees feel comfortable during the feedback discussion?
Commit to University/Departmental Mission & Vision
Integrity Organizational/Departmental Commitment
Organizational Compliance & Safety / Have I requested feedback for my direct reports from other sources (e.g., peers, internal customers) to ensure I have a
complete picture of their performance?
Pursue Excellence through Continuous Improvement Adapt to Change
Creativity & Innovation Problem-Solve
Quality Focus / Have I pinpointed the one or two areas of performance weakness that I will address in this review? Is the employee’s
performance issue a part of a pattern in his or her performance levels?
Seek Learning & Apply Knowledge Continual Learning
Professional Knowledge / Have I identified possible action steps that the employee and I can take to help close any development gaps?
Serve Others Respectfully Communicate Effectively Constituent Service / Have I allowed the employee to discuss his or her performance weaknesses with me? Have I allowed the employee to give
his or her perspective?
Have I listened to the employee’s perspective and incorporated it into my analysis of the situation?
Have I worked with the employee to identify next steps for resolving consequences of mistakes?
Skills & Performance Job Skills
Work Performance / Have I identified concrete examples that demonstrate the impact of these performance weaknesses? Can I describe the
impact of those behaviors on the department?
See SMART and REAL Goals.
Goals. Looking forward how does this employee help the department accomplish its vision and mission? Based on what you want to accomplish next year, what will the employee need to improve upon to accomplish those goals?
Title
Additional Thoguhts
Have I ensured that I have a plan for next steps (e.g., timeline for creating a development plan)? What tangible next stepscan I provide to the employee to address the performance weakness?
Have I clearly identified performance expectations for the next review cycle or set up a time to discuss them in the nearfuture?
How can I motivate the employee to avoid future mistakes? What is the outcome if the employee changes his or herbehavior? How can the employee use his or her personality strengths to improve performance weaknesses?
If you have questions or concerns, please contact your HRConsultant.