Performance Review

Name	Brandon Bray	Reviewer	Bill Gates
Title	Parrot	Dept. Name	Department of Efficiency

Part 1. Performance Review and Planning

A. Evaluate Performance Against Objectives

List each performance objective in priority order

Beneath each performance objective summarize and rate results for this review period

Discuss specific reasons for the level of performance achieved on each objective, for example:

Personal factors (e.g., level of effort demonstrated, level of knowledge or skill demonstrated) that helped or hindered performance

Situational factors (e.g., resources, people, events) that helped or hindered performance

Give constructive suggestions for how performance could be improved

Very Important Project #1

EMPLOYEE’S EVALUATION AND RATING:

Project Executive VP was completed second ahead of schedule and implemented by utilizing my extensive defenestrating skills. Project Executive VP posed many challenging problems that I was able to overcome by laughing with my team members. By completing Project Executive VP, the coding process is now faster and easier.

REVIEWER’S EVALUATION AND RATING:

I was impressed with Brandon's performance on this project. I felt that excellent judgment was exercised and the results were stupendous.

Even More Important Project #2

EMPLOYEE’S EVALUATION AND RATING:

The most terrific part of my job is keeping the chickens writing on an ongoing basis. This requires chatting as well as excellent shouting.

REVIEWER’S EVALUATION AND RATING:

Brandon has definitely met my expectations in this area. Chickens are writing smoothly.

B. Identify Performance Plan for Next Review Period

List 5-7 specific, measurable performance objectives in priority order for the next review period

Identify keys to success for achieving each objective, for example:

Resources, tools, or other kinds of support

Training or development needs

Performance objectives should be mutually agreed upon by employee and manager

If you are a manager, objectives should cover your contribution to your group or organization, as well as your individual contribution

If you are a senior manager, include steps you are taking to understand and value diversity in your organization

EMPLOYEE’S PLAN:

This review period I will achieve a PhD
I will decrease costs for my group by $435934982
I will strive to be promoted to President

REVIEWER’S COMMENTS:

My expectations are high for Brandon. I want to see all of these goals completed early in this next review period, so we can add additional goals over the next 6 months.

C. Identify and Discuss Strengths and Weaknesses

In this section, the employee should briefly evaluate his/her competencies:

Strengths or personal assets (e.g., attributes, skills, knowledge, experience) that can be leveraged for career development

Current weaknesses or personal liabilities (e.g., attributes, skills, knowledge, experience) that may limit career development

The Microsoft Competency and Career Development Tool provides a list of 29 competencies that can be very helpful in identifying and articulating strengths and weaknesses.

EMPLOYEE’S COMMENTS:

I am friendly, cheerful, and famous, although at times my performance could be enhanced if I were not maniacal, evil, and zealous.

REVIEWER’S COMMENTS:

Brandon needs to spend some time working on these weaknesses. We will do a peer review to see what progress is made as the review period continues.

Employee Overall Rating (employee’s opinion of the overall rating):	42
Reviewer Overall Rating	101