Job Knowledge Performance Review Examples: How to Evaluate and Boost Employee Expertise

Why Job Knowledge Matters in Performance Reviews

In today’s fast‑paced work environment, job knowledge is a core competency that directly influences productivity, innovation, and customer satisfaction. A well‑crafted performance review not only highlights an employee’s current skill set but also identifies growth opportunities that align with organizational goals.

Key Elements to Assess

When reviewing job knowledge, focus on four main areas:

• Technical expertise – mastery of tools, systems, and industry standards.
• Understanding of processes and procedures – ability to follow and improve workflows.
• Application of best practices – leveraging proven methods to solve problems.
• Continuous learning – commitment to staying current with trends and certifications.

Performance Review Examples

1. Exceeds Expectations

Example: “Jane consistently demonstrates an exceptional grasp of our ERP platform, proactively identifying automation opportunities that reduced processing time by 20%. She also mentors junior staff, sharing advanced techniques that elevate the entire team’s performance.”

2. Meets Expectations

Example: “Mark reliably applies his knowledge of compliance regulations to ensure all reports are accurate and submitted on schedule. He follows standard operating procedures effectively and seeks clarification when faced with ambiguous situations.”

3. Needs Improvement

Example: “Sara shows gaps in her understanding of the new CRM system, resulting in frequent data entry errors. She would benefit from targeted training and regular check‑ins to build confidence and accuracy.”

How to Provide Constructive Feedback

Use the S.T.A.R. method (Situation, Task, Action, Result) to give clear, actionable feedback. Pair each observation with a development plan:

• Schedule a workshop or e‑learning module.
• Assign a mentor for hands‑on guidance.
• Set measurable milestones (e.g., “Achieve 95% accuracy on monthly reports within 3 months”).

Closing the Review Loop

End each review with a collaborative discussion about career aspirations and how enhanced job knowledge can support those goals. Document agreed‑upon actions in the employee’s development record and schedule follow‑up meetings to track progress.

By incorporating these job knowledge performance review examples and structured feedback techniques, managers can foster a culture of continuous learning, drive higher performance, and retain top talent.