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

The Quality Assurance Director is responsible for assuring quality processes and products through establishing and enforcing quality standards, testing materials and products.

Other important responsibilities include developing standards, for the disposition of the finished product by devising evaluation tests, methods and procedures, establishing raw material standards by studying manufacturing and engineering requirements, maintaining product quality by enforcing quality assurance policies and procedures as well as all the government requirements, creating the product quality documentation system by writing and updating quality assurance procedures, contributing effort to the team by accomplishing related results as required, maintaining quality assurance staff jobs results by coaching, counselling and disciplining employees.

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

WRITING SKILLS: Written Communication involves the interaction that makes use of the written word with precision and logic making it the very common form of business communication.

Shows excellent conversational techniques by including questions in the writings.

Punctuates sentences in a proper manner and ensures that they are grammatically correct.

3

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Works not only with own workgroups but also with groups and teams across and outside the company in order to share ideas that would benefit the company

Is able to convince other employees in a sensitive, respectful and honest manner in order to get them go along with one's goals

3

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Writes down what needs to be done, weighs the possible outcome of one's decisions, and prioritizes which decisions need to be made first

Looks for underlying issues that are not resolved or that may be complicating one's ability to make wise decisions

3

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Does what one can to help the employee improve and correct the issue at hand swiftly and quickly

Makes sure that the employee one is giving feedback is comfortable with it and is able to apply it practically to become more productive at work

2

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Gives extremely good remarks and feedback to all the team members who outdo themselves

Plays three vital roles in managing others ? counselor, friend and boss while managing all the three efficiently

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.

Sets very high expectations that challenge the team to think creatively outside the box

Organizes directs and guides the subordinates to a rewarding finish line

2

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Demonstrates to colleagues that one is listening carefully by paraphrasing what they have said and asking follow-up questions

Copes with conflicts by listening actively and making sure to address the situation only after both parties have had a chance to calm down

3

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.

Cleans up one's workspace and keeps it organized in order to get work done with much concentration

Avoids procrastination; accomplishes a project or goal within the specified time and quickly moves to the next

3

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Checks to identify the potential root cause of the problem and deals with it before it causes the problem

Implements one-on-one meetings with the team members in order to increase transparency in communication and solve problems before they occur

3

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.

Follows the required procedure, policies, security, and safety measures when using various equipment at work

Follows up with other employees to make sure that commitments and agreements have been fulfilled

3

Self Evaluation

Self Evaluation Question

Employee Comments

WRITING SKILLS:

What is your best and worst piece of writing? Explain your answer.

How many languages can you comfortably use in your writing?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome?

How would you respond to a new employee who shows an unwillingness to learn the company process? What would you do to help them?

[employee comments]
DECISION MAKING:

Describe a time when you have had to be relatively quick in coming to a decision. What was the outcome?

What are some of the things you are doing or have done to improve your decision-making skills?

[employee comments]
GIVING FEEDBACK:

Describe a time when you have had to deal with an employee who was not happy about the feedback you had given. How did you handle the situation?

When do you give positive feedback to your employees or subordinates? Give an example of the last time you did

[employee comments]
MANAGEMENT SKILLS:

How have you led the efforts of your team to ensure they emerge the best?

Do your workers respect or fear you and do your leadership role intimidate them?

[employee comments]
LEADERSHIP SKILLS:

Do you lead others where you are not willing to go?

Are you willing to learn new trends to equip you as a better leader?

[employee comments]
PERSONAL RELATIONSHIPS:

In your opinion, what are the key ingredients in building and maintaining a successful business relationship? How have these worked for you?

Describe a time when you have met resistance while trying to build a relationship with a colleague. How did you deal with it?

[employee comments]
PROJECT AND GOAL FOCUS:

Is there a time when you have missed goals? What were those goals and why did you miss them?

How do you keep track of your project to make sure everything is in order?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Describe a solution that was implemented primarily due to your ability to see potential problems. What was the problem?

How have you helped employees who are behind schedule to improve their performance and meet deadlines?

[employee comments]
MANAGING DETAILS:

How do you make sure that you have all the necessary tools before starting a project or task?

What are some of the things you have done or skills you have acquired to improve your ability to manage details at work?

[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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