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

The Quality Assurance Head of Department plays a very crucial role by overseeing all the quality assurance rules within an organization are strictly adhered to and ensuring all the products meet a certain standard of quality. This position plans, directs, coordinates and oversees the quality assurance programs and control policies.

The primary responsibilities include developing and monitoring all the quality control programs in the organization, administering quality assurance management systems, evaluating and improving the quality control processes, identifying errors and areas of improvement, defining quality control policies, analyzing specifications and statistical data, continuously improving upon Quality Control processes, scheduling equipment testing and maintenance, ensuring all the equipment in production is working properly.

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

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.

Understands and appreciates different perspectives on a problem in order to adapt the best approach to solving it

Is able to understand both internal and external client's needs and concerns and to provide sound solutions or recommendations

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.

Thinks about why one is working and why one is well-suited for the job in order to stay motivated

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

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.

Tells people one trusts about the decision at hand and asks for advice on the matter

Treats each situation that arises as a valuable learning experience and doesn't let the past determine one's decision-making process in the future

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.

Looks for useful information that the employees need and that which will help them become more successful in their work

Avoids focusing on feedback as either negative or positive in order to not interfere with one's ability to put important points across

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.

Uses specific and deliberate exercises to strengthen the team further

Structures the assignment and projects to further strengthen teamwork among the employees

3

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

Looks when a person thinks no one is watching; is especially observant during those times when a person feels comfortable letting it all hang loose

Takes note of a person's clothing in order to know their culture, image, or style

3

ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently.

Uses breaks as a time to socialize with other employees as a way to engage own brain with something other than work

Anticipates setbacks beyond own control and is able to plan around them when they repeat themselves

2

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

Assigns team members deadlines for the projects that are much earlier than what one actually needs in order to give time for changes and other reviews

Identifies individuals that are behind schedule and who are not reporting their progress in order to find out what the problem is

2

DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period.

Compares a project to others that one has done in the past in order to see it is possible to finish on time

Maintains a list of things that one needs to do in order to stay motivated and meet deadlines for own projects

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.

Demonstrates awareness of all the knowledge relevant to the roles assigned and always knows the knowledge requirements for new tasks

Demonstrates deep understanding of how to use learning techniques and leads in assisting others with knowledge

3

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF COMPANY PROCESSES:

How do you demonstrate your understanding of the general environment in which your company operates?

What steps have you taken to encourage other employees to keep up-to-date with the company's rules, structures, networks, and systems?

[employee comments]
MOTIVATING OTHERS:

What types of tasks or projects do you enjoy doing the most? Why?

What qualities do you prefer in a supervisor? Can you describe a time when you worked with someone like this?

[employee comments]
DECISION MAKING:

Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened?

Can you give specific examples of decisions that you make rapidly and those that take more time?

[employee comments]
GIVING FEEDBACK:

Describe a time when you have helped an employee accept change and make adjustments necessary to move forward. How did you go about it?

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

[employee comments]
LEADERSHIP SKILLS:

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

Do you reprimand your employees or discuss situations with them?

[employee comments]
MONITORING OTHERS:

Is there a time when you felt your monitoring system is not giving you what you expected? What did you do?

How do you access an employee's accountability? How do you deal with an employee who doesn't deliver their work on time?

[employee comments]
ROLE AWARENESS:

What have you done to help team members become more aware of their roles in a team project?

Describe a time when you have faced challenges that hindered you from becoming more aware of your role in a certain goal. How did you overcome them?

[employee comments]
SEEING POTENTIAL PROBLEMS:

How have you helped other employees improve their ability to anticipate problems? Give an example

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

[employee comments]
DEADLINES - ON TIME:

You are currently working on a project that is due in a few hours. Your boss assigns you another project that is due at exactly the same time as the current one. What do you do to make sure that you meet both deadlines?

What are some of the tools that you have used to prioritize your tasks? How has this helped meet your deadlines?

[employee comments]
KNOWLEDGE MANAGEMENT:

What efforts are you making to improve your knowledge searching strategies?

Can you think of a situation where you didn't comply with knowledge management standards? How did you correct the situation?

[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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