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

An Aerospace Engineer is liable to develop jet fighters control systems, analyze new materials for the spacecraft construction or research propulsion methods for missiles. This position is fit for an expert in mechanics, thermodynamics, robotics and aerodynamics who are involved in creating and producing helicopters, military and commercial aircraft, rockets and space crafts.

The primary responsibilities include, planning and constructing a spacecraft or an aircraft from scratch, researching, planning, testing, production and analyzing any of the required areas of the construction, researching and developing design specifications and using computer-aided design software to create plans, taking part in flight test programs to measure the take-off distances, rate of climb, stall speed, maneuverability and landing capacities, resolving issues that arise during the design, development and testing processes.

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

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Never talks too much so as not to bore the people who are listening.

Maintains direct eye contact with the audience when giving a speech.

3

PROBLEM SOLVING: Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.

Actively listens when others are talking and seek clarification on issues not well understood.

Is decisive when it comes to making decisions and sticks by the decisions made.

3

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Involves colleagues when working on a plan that will help create a more optimal environment at work

Does not pretend to know or understand something one doesn't know or understand

3

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Uses social media to stay abreast of new developments in one's field and to know the status of projects one is interested in

Scans one's feed on social media in order to see what is happening in one's corner of the business world and track competition

2

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

APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well.

Always maintains a professional appearance in dress and manner of doing things

Engages in mature talk that welcomes feedback from peers and staff

3

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

Initiates a conversation by asking questions, sharing something about oneself and allowing the other person to share

Introduces oneself to colleagues at social work events such as retreats, holiday parties, and conferences in order to know them better

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.

Looks for changes that affect the requirements of the project and finds a solution as first as possible in order to keep the projects going

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

2

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

Appreciates the importance of sharing knowledge appropriately and initiates activities that facilitate and encourage sharing of knowledge

3

MECHANICAL SKILLS: Mechanical Skills are the abilities to solve problems that arise in the workplace, although it may vary from one company to another.

Possesses excellent communication skills when explaining complex machines to clients

Excels at using computer aided design technologies when converting design information and requirements into a workable drawing

3

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Give an instance you were given the opportunity to talk to people. What was the reaction?

Do you give people ample time to talk before you state your point or views?

[employee comments]
PROBLEM SOLVING:

Give a situation that you solved a problem, and it was unsuccessful.

How well do you brainstorm before setting out to solve a problem?

[employee comments]
INSPIRING OTHERS:

What are some of the books you have read, places you have been or things you have done that have inspired you the most?

Can you give an example of two people who have really inspired you in life? What has been their impact on your career life?

[employee comments]
NETWORKING:

What qualities do you look for in professionals when networking?

What value have you added to the new connections you have made? How do you make them feel part of your team?

[employee comments]
DECISION MAKING:

Can you describe a time when you have had to postpone a project because you did not have the right information to come to a good decision?

What techniques have you used at work to ensure that decisions you make are correct and effective?

[employee comments]
APPEARANCE AND GROOMING:

Are you introducing a good or bad example to other employees who are watching you?

Are customers more attracted to your confidence, skills, and good grooming?

[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 a colleague asked you to keep something confidential. How did you go about building this trust?

[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 do you test a new software in order to make sure that it does not have hidden issues?

[employee comments]
KNOWLEDGE MANAGEMENT:

What are you doing to improve your capabilities of reviewing knowledge requirements for new tasks?

How often do you encourage others to participate in networking opportunities that can assist in gaining more knowledge?

[employee comments]
MECHANICAL SKILLS:

What efforts are you making to improve your ability to identify a wide range of symbols on drawings and blueprints?

What efforts are you making to learn more about safety requirements and legal guidelines when developing designs?

[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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