Performance Review Phrases for Job Knowledge

Performance Review Phrases that pertain to job knowledge are generic enough in nature to use for any job role. Whether you are a clerk, an executive or even a construction worker, your performance review should have a rating for how well you know your job and how well you apply that knowledge in your daily tasks.  In other words your knowledge of your job duties and responsibilities.  To rate this competency for your employee evaluation you will need to know what the job knowledge requirements are and then measure on the scale how well your employee knows this and applies to his or her daily tasks.

Some positive performance review phrases might include:

Terry demonstrates a complete knowledge of his job responsibilities

Terry’s knowledge of the product he supports is adequate for his job title

Terry is open with his job knowledge and shares his expertise with the team

Terry keeps up with changes in his field and is always seeking ways to apply new knowledge to his work

Terry’s knowledge of the company and the processes and procedures is well beyond his job responsibilities

Some negative performance review phrases might include:

Terry’s knowledge of the product isn’t at the level expected for his current role

Terry doesn’t retain key job knowledge and continues to ask the same questions of his daily tasks and assignments

Terry fails to achieve the minimal requirements of his role when it comes to job knowledge

Terry requires too much supervision for basic tasks that he is assigned

Performance Goals or Development Opportunities for a person that doesn’t display the necessary knowledge for their role would be:

  • Partner them with a senior level person in the same role.
  • Clearly explain what is required for them to know.  It is amazing how many people do not know what the expectation is of them, make sure they do.
  • If you have someone who is repeatedly asking the same questions over and over, have them put together a “cheat sheet” of information for them to refer to before asking questions.
  • If you have documentation on the product or process, have them print a copy and keep it for reference on their desk.

The fact of the matter is sometimes people just don’t get it, but sometimes they haven’t had the proper guidance or training to be able to get it.  It is your job as their manager to make sure to give them the opportunities to learn it.  If you feel you have provided that to them and they still don’t get it — well it might be time to see if there is another job they can comprehend better or cut ties for the company’s and employee’s sake.

Immediate Resources for you:

Performance Review Software

Instant Access to an excel spreadsheet with tons of performance review phrases

Amazon Books we recommend (some with ebooks available)

Performance Review Templates – immediately downloadable

If you have other helpful tips for this competency please comment in this section.  The more tips we have to do an evaluation the better off we are. Please feel free to share your phrases or development opportunities.
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