Job knowledge performance review phrases
Job knowledge feedback is where development plans are easiest to build: name the expertise people rely on, and the gap worth closing next. Below are 33 phrases sorted by rating, with self-evaluation versions, goals and a sample review you can adapt.
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What good job knowledge looks like
Job knowledge covers the skills and expertise the role needs, and how someone keeps them current. Reviewers look for depth, judgment, and whether others rely on the person's expertise.
- Knows the tools, rules and methods of the role
- Applies knowledge with judgment, not just by the book
- Keeps up with changes in the field
- Shares expertise with others
- Knows the limits of what they know
Exceeds expectations
For work that sets the standard. Add the specific result after each phrase; that's what makes it believable.
- Has deep expertise in [area] and is the person the team relies on for the hardest questions.
- Stays ahead of changes in [field]; briefed the team on [change] before it affected our work.
- Applies technical knowledge with sound judgment, adapting standard methods when a situation calls for it.
- Trained [number] colleagues on [system] this year.
- Earned [certification] this year and put it to use right away on [project].
- Explains specialized topics so non-experts can make good decisions.
- Spots problems early because they understand how the pieces fit together.
- Knows when a question is beyond their expertise, and who to take it to.
Meets expectations
For solid, reliable work. "Meets expectations" is a good rating, so say that out loud in the conversation too.
- Has the knowledge and skills the role requires.
- Uses the team's tools and systems effectively.
- Keeps up with changes to [processes] that affect their work.
- Applies policies and procedures correctly.
- Asks questions and finds answers when they hit a gap.
- Learns new tools and processes at a reasonable pace.
- Shares useful knowledge with teammates.
- Understands how their work connects to the team's goals.
Needs improvement
Pair each one with a specific example and a goal. A needs-improvement line without a next step reads as a verdict.
- Still relies on others for [core skill] after [time] in the role; building independence here is the priority.
- Isn't yet current on [recent change], which led to [issue].
- Applies procedures by rote and struggles when a case doesn't fit the standard pattern.
- Hasn't completed the [training] expected for the role.
- Uses only the basic features of [tool], which slows their work.
- Sometimes answers questions outside their expertise without checking, which caused [issue].
- Knows [area] well, but [adjacent area] is a gap that affects handoffs.
- Rarely shares what they know, so the team depends on them for answers.
Self-evaluation: strengths
First-person versions for your own review. Swap in your real projects and numbers.
- I became the team's go-to person for [area] and handled most of those questions this year.
- I completed [certification] and used it right away on [project].
- I learned [new tool] in [time] and wrote the team guide for it.
- I flagged the impact of [regulation or change] before it affected our clients.
- I trained [number] new hires on [skill].
Self-evaluation: where you're growing
Name the gap and what you're doing about it. Reviewers trust a self-evaluation that includes one honest growth area.
- I want to deepen my knowledge of [area], where I still need help.
- I'd like to complete [certification] by [date].
- I've been relying on [colleague] for [skill]. I want to get independent there.
- I need a regular learning habit to stay current on changes in [field].
Job knowledge goals for next period
Goals work when someone else could tell whether they happened.
- Complete [course or certification] by [date] and apply it to [project].
- Handle [type of task] independently by [date], with review only on exceptions.
- Write or update the team guide for [process or tool] by [date].
A sample review paragraph
Behavior, example, impact, then one growth area with a goal. Replace the brackets with specifics from the review period.
[Name] knows the role well and has become the team's go-to person for [area]. This year they completed [certification] and trained two new hires on [system]. One area to build on: they still rely on colleagues for [adjacent skill], which slows handoffs. Next quarter, the goal is to handle [task] independently, with review only on exceptions.
How to say it in the review meeting
Separate knowledge from judgment. Someone can know every rule and still apply it badly, or be new to a tool and already make good calls.
Be specific about any gap and how to close it: a course, a shadowing plan, a named expert to learn from. And ask what they want to learn next.
Talk it through with Lauren
The written review is half the job. Here's what it looks like to get the hardest line right by text, the night before.
my senior accountant knows the tax code cold but nobody else on the team learns anything from him
a knowledge bottleneck. great for him, risky for the team
what happens when he's on vacation?
honestly things just wait
that's your review point. "You're our expert on [area], and the team depends on you for it. When you're out, work stops. I'd like you to write up the five most common questions and train [name] on them by March." credit him and fix the risk in one go
Get a second read before you send it.
Text Lauren the situation and your draft. She'll help you make it specific and fair, and prep you for the conversation itself.
Hi Lauren! I'm writing a performance review and want help with the job knowledge section.
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Frequently asked questions
How do you rate job knowledge for someone new in the role?
Rate against what's expected at their tenure, not against a ten-year veteran. Note how fast they're learning and where they're already independent.
What are good job knowledge goals?
A certification with a date, independence on a specific task, or a guide written for the team. Tie each one to the work so it isn't learning for its own sake.
How do I show job knowledge in a self-evaluation?
Name the questions people bring to you, the problems your expertise prevented, and what you learned this year. Then say what you want to learn next.