Your employees’ knowledge, expertise, and skills are central to success on the job, and they require specific attention in the performance-appraisal process. When appraising your employees in this area, you may be tempted to focus on the amount of information they’ve amassed, and then appraise them solely on this factor. However, such appraisals are more appropriate for computer chips than for human beings.
The most powerful phrases in this area focus not only on employees’ knowledge, expertise, and technical skills, but also on the ways in which employees apply these factors to their work. In light of the key role played by job knowledge, you want to make sure to use knowledgeable phrases when providing feedback in this area.
Ability to apply expertise to the job
Exceptional: Consistently exceeds expectations
Handles every technical challenge skillfully, thoroughly, and effectively
Has applied her expertise to save the company a substantial amount of money
Has used his technical knowledge to generate numerous improvements in processes, procedures, and operations
Applied her expertise to the XYZ project and contributed directly to the project’s success
Transformed the XYZ project from a failure to a success by applying his expertise
Makes highly technical information interesting and understandable
Enhances the effectiveness of group meetings by sharing her expertise on issues or questions that arise
Excellent: Frequently exceeds expectations
Presents complicated information in understandable chunks
Uses expertise appropriate to the situation or problem
Creatively applies her expertise
Enhances the expertise of her fellow employees
Is able to take theoretical information and make practical use of it on the job
Has helped find solutions to several problems through his technological insights
Provides technical information in user-friendly language
Fully competent: Meets expectations
Shows a high degree of intellectual effectiveness
Easily absorbs and applies new information
Communicates effectively with technical and nontechnical employees
Uses her expertise to raise the quality and quantity of work
Shows tenacity in solving technical problems
Always seeks ways to use his knowledge to make improvements on the job
Focuses on causes rather than symptoms
Marginal: Occasionally fails to meet expectations
Relies on outdated knowledge
Is impatient with nontechnical employees
Is more interested in quick answers than the right answer
Goes into far too much detail when asked a question
Uses so much technical jargon that she is difficult to understand
Provides information that is not regarded as credible
Starts providing an answer before hearing the entire question
Provides too many answers that are either fluff or bluff
Unsatisfactory: Consistently fails to meet expectations
Pushes out-of-date solutions on employees, and then becomes defensive if employees raise questions
Provides inaccurate technical information
Responds to technical questions with an arrogant, degrading, and demeaning style
Ignores requests for help
Is more interested in his field than in getting the job done
Lacks expertise in areas in which it is most needed on the job
Provides solutions that have created larger problems
Technical knowledge
Exceptional: Consistently exceeds expectations
Keeps his technical skills on the cutting edge
Is the go-to person for technical questions
Offers comments, suggestions, and answers that are widely respected and carry a great deal of weight
Has made important technical contributions to her field
Is passionate about continuing to learn
Can discuss technical issues with anyone at any level
Reads for pleasure in his field
Has technical expertise that has contributed directly to the success of the company
Is regarded as an expert’s expert
Excellent: Frequently exceeds expectations
Has a high degree of intellectual curiosity
Is on top of new developments in her field
Is truly an expert in his field
Maintains state-of-the-art knowledge
Is one of the resident experts in the company
Knows it all without being a know-it-all
Is highly regarded as a technically savvy individual
Has great knowledge, but never shows off
Fully competent: Meets expectations
Digs in and finds the right answers to complex technical questions
Has a solid grasp of the entire field
Has thorough knowledge from A to Z
Asks questions when stumped
Listens carefully instead of jumping in with an answer
Takes active steps to build her expertise both on and off the job
Is continuously upgrading his knowledge base
Always takes advantage of learning situations, whether on or off the job
Keeps all licenses and certifications current
Marginal: Occasionally fails to meet expectations
Has let her expertise fall behind
Gives superficial answers to detailed questions
Has no interest in continuing education
Builds technical expertise in areas that have little to do with the needs of the company
Has in-depth knowledge in too narrow of an area
Has impressive credentials, but spends too much time talking about them
Relies on information that has since been updated
Shows declining interest in his area of expertise
Focuses more on yesterday’s knowledge than tomorrow’s challenges
Unsatisfactory: Consistently fails to meet expectations
Bases decisions on knowledge that is out of date
Shows no interest in upgrading her technical knowledge
Turns away from opportunities to build his expertise
Lets licenses and certifications lapse
Is unfamiliar with the latest developments in her field
Gets caught up in the technical details and fails to see the larger issues
Becomes argumentative when his facts are questioned
Hasn’t taken a class or attended a seminar in years
