Use this step by step explanation to craft a good employee performance feedback review for a quality assurance manager. Find the right words with quality phrases.

The Quality Assurance Manager is accountable for working with businesses to establish procedures and quality standards and monitor the agreed targets. He/she works with other staff members to develop procedures and quality standards to follow the agreed objectives.

The exact duties of an assurance manager vary from industry to industry. However, typical responsibilities of the job include: specifying quality requirements of raw materials with suppliers, setting high standards for quality and health safety, working with the operations staff to establish procedures, standards, and systems, determining and agreeing on an in-house quality standard and specifications. Assessing customer requirements and ensuring they are met through setting the customer service standards.

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

Rating Meaning

The employee fails to perform the most important aspects of the job satisfactorily. Requires close guidance to carry out routine jobs. He/she needs significant improvement in all areas. Meetings should be held between the employee and the supervisor to discuss performance deficiencies.

1

Employee routinely meets and exceeds expectations in all areas of responsibility. Produces high-quality work that at times exceeds expectations. Consistently meets the most critical annual goals. Occasionally produces timely and accurate results.

2

The employee consistently and significantly exceeds the communicated expectations by producing exceptionally high-quality work. He/she demonstrates exceptional knowledge of his/her duties and is highly recognized by others as an authority in his/her area of work.

3

Supervisor's Feedback

Skill

Comments

Rating

CUSTOMER ORIENTED: Customer Oriented is a skill that focuses primarily on the client as the King offering quality services that meet the customer's expectations with an aim to inspire people rather than just try to sell their product.

Calmly deals with customer complaints and is excellent at handling difficult situations.

Maintains a strong, loyal customer base and many repeat clients as a result.

3

TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback.

Always questions what the team is doing to try to ensure that everyone is benefiting.

Accepts defeat graciously and is always ready to congratulate the team members who do well.

3

PRESENTATION SKILLS: Presentation Skills are useful in getting your message or opinion out there in many aspects of life and work, though they are mostly used in businesses, sales, teaching, lecturing, and training.

Engages well with audiences before, during and after delivering a presentation.

Gives the audiences ample and appropriate time to ask questions.

3

ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws.

Tries not to overwork to minimize chances of making errors.

Produces or delivers work that is 100 percent reliable and trustworthy.

2

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Keeps track of one's tasks and chores and ticks them off when finished in order to see how much one has done in a day and how much one needs to do

Takes some time to chat with other employees in order to build a sense of teamwork and camaraderie

3

MANAGEMENT CONTROL: Management Control is a system that collects and uses the information to evaluate the performance of different organizational resources like the financial, physical and the organization performance as a whole.

Holds each employee accountable for their own results ensuring each remain responsible

Always ready to share information and knowledge for the joint development of the staff

2

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Creates and defines one's policies and what happens in the event that they are not followed

Frequently checks in on employees in their own offices or departments at an unscheduled time

2

RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly.

Develops a strategy to address resource shortages in own projects by determining accurate work efforts for the projects at hand

Uses technology to automate strategies and processes and to provide a streamlined approach to managing resources

3

PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level.

Demonstrates exceptional ability to capture the perspectives of customers so as to meet their expectations and retain them

Allocates resources with intelligence and efficiency to make processes work better and spend less on them

3

RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business.

Employs innovative and imaginative thinking when looking for new ways to approach problems

Communicates the purpose and outcomes of a research clearly and tailors the communication to the knowledge level and needs of a particular audience

3

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Do you actively solicit feedback from customers to determine their concerns and needs? Explain how.

How would you describe your relationship with clients? What impact has it had on your performance?

[employee comments]
TEAMWORK SKILLS:

Give an instance you contributed actively to a group problem and what was the result?

Have you ever done anything that affected the team negatively? How did you manage it?

[employee comments]
PRESENTATION SKILLS:

How do you normally conclude your presentations and how can you rate it?

What presentation method do you like and why do you like it?

[employee comments]
ACCURACY:

Give an instance you overloaded yourself with work and how you would rate the work you submitted.

Describe an instance you made an error that led to significant problems and what did you learn afterward?

[employee comments]
MOTIVATING OTHERS:

What are some of the projects or tasks you have tackled without being asked or supervised? How did you push through difficulties?

What is the biggest goal you have ever accomplished? Why do you consider it the biggest? Describe the problems you faced, if any

[employee comments]
MANAGEMENT CONTROL:

Have you identified any partner you can work with or become a key stakeholder in the company?

Do you volunteer for leadership positions offered in your company without looking at your job description?

[employee comments]
MONITORING OTHERS:

How do you create a clear explanation of policies for the employees?

Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why?

[employee comments]
RESOURCE USE:

What factors have you considered when managing resources at work?

How have you determined the best resource for a specific requirement? Explain the last time this happened

[employee comments]
PROCESS IMPROVEMENT:

Is there any time you failed to set objectives when initiating process improvement efforts? How did you correct the mistake?

How often do you use existing benchmarks to complete processes in accordance with the set standards?

[employee comments]
RESEARCH:

What efforts are you making to improve your research methods?

How often do you break bigger issues into smaller manageable parts when faced with complex situations during research?

[employee comments]

Summary

Sections 1-4: To be completed by the supervisor

Section 5: To be completed by the employee

1. Exceeds Job Related Expectations

2. Areas to improve

3. Goals completed since last performance feedback

4. Goals for next period

5. Employee comments

Signatures

I acknowledge that I discussed this performance feedback with my supervisor. My signature does not mean that I agree or disagree with this appraisal.
Employee: Date:
Supervisor: Date:
Human Resources: Date:

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