Use this step by step explanation to craft a good employee performance feedback review for a quality assurance senior manager. Find the right words with quality phrases.
A Quality Assurance Senior Manager works with the rest of the staff in the assurance department to establish procedures and quality standards as well as monitor those against the agreed targets. This position is adequately required in any manufacturing/ production processes is in continual 24-hour operation.
Other essential skills include working hand in hand with the operating staff to establish procedures, standards, systems and procedures, ensuring that all the manufacturing processes comply with standards both at national and international levels, specifying quality requirements of raw materials with suppliers and investigating the standards, recording, analyzing and distributing statistical information monitoring performance.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
|---|---|---|
| ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws. | Listens actively and keenly to instructions and executes every detail or task required. Ensures to proofread work at all times before giving it in to avoid mistakes. | 3 |
| 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 Quickly replaces negative thoughts with positive ones; stays positive even when things are not working as expected | 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. | Supports the responsible staff in taking calculated risks that will benefit the business Great at being able to transform the strategic vision into attainable action plans that are workable. | 3 |
| LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place. | Recognizes and rewards the team for their behavior and hard work Maintains an open communication platform with and among the employees | 2 |
| SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace. | Maintains momentum, focus, and effectiveness, despite provocations, challenges, and emotionally charged situations Is always positive; creates good personal and work habits and rejects the bad ones | 3 |
| 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 Asks for tangible evidence and details of results on what a person has been working on | 2 |
| PROJECT AND GOAL FOCUS: Project and Goal Focus is setting your mind and heart on things that matter and add value to your life against those things that add no value at all or of little value. | Creates a vision board to help one visualize end goals more clearly and get inspired to take consistent action Writes down own goals with actionable commitments in order to make them real | 2 |
| MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked. | Achieves accuracy and thoroughness when accomplishing a task and takes the time to understand all the areas involved Avoids distractions such as regularly checking emails and voicemail or surfing the internet in order to maintain focus and increase efficiency | 3 |
| TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time. | Trusted to deliver urgent work without compromising on quality and preciseness Completes tasks early and is sensitive to constraints and time demands of others | 3 |
| KNOWLEDGE MANAGEMENT: Knowledge Management is the ability to manage knowledge and information that is presented to the company from different sources without overlooking any of them. | Understands the wide range of sources relevant to a task and demonstrates exceptional ability to select the best sources Possesses exceptional job knowledge and performance, and creates opportunities to network across boundaries with the aim of learning from others | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| ACCURACY: Are you keen when it comes to gathering data and information? How much time do you dedicate to ensure you deliver an error free task? | [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? Is there a time when you have not accomplished a task due to lack of motivation? What led to your lack of motivation? How did you fix it? | [employee comments] |
| MANAGEMENT CONTROL: Do you encourage ideas by inspiring team members and supervisors to become more innovative and engaging? Do you volunteer for leadership positions offered in your company without looking at your job description? | [employee comments] |
| LEADERSHIP SKILLS: Do you lead others where you are not willing to go? Are you likely to favor and compromise justice in the event of a conflict? | [employee comments] |
| SELF AWARENESS: Can you think of a situation where you felt you needed to modify or adjust your behavior? How did you go about it? Is there a time when you said something to your supervisor and later regretted saying it? What did you do? | [employee comments] |
| MONITORING OTHERS: What techniques have you used to monitor employees? Describe how monitoring others have helped improve your company's productivity Is there a time when you have had changes in monitoring policy? What have you done to make sure that employees are aware of changes in the monitoring policy? | [employee comments] |
| PROJECT AND GOAL FOCUS: How many company goals have you achieved in the past six months? What approach did you take to reach them? Describe a time when you have missed an important project deadline due to poor planning. What did you do? | [employee comments] |
| MANAGING DETAILS: Is there a time when you have failed to deliver a project on time because you didn't have all the required information? What happened? Describe a time when you have had to multitask. How did you organize your tasks to make sure that you didn't miss any of them? | [employee comments] |
| TIME MANAGEMENT: Can you point out the things distracted you from delivering work on time? What attempts are you making to speed up your productivity without compromising on the quality of work? | [employee comments] |
| KNOWLEDGE MANAGEMENT: How often do you encourage others to share their knowledge and experience? What efforts are you making to stay alerted with new knowledge? | [employee comments] |
Summary |
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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: |