Use this step by step explanation to craft a good employee performance feedback review for a heat transfer technician. Find the right words with quality phrases.
Heat Transfer Technician is responsible for fabricating, installing, testing and servicing climate control and heat transfer assemblies as well as the systems to assist in engineering personnel while utilizing the knowledge of heat transfer technology and engineering methods.
The primary roles for this position includes calculating required capacities for equipment units of the proposed system to obtain specified performance, submitting data to the engineering department for approval, preparing group design layouts and detail drawings for fabricating parts and assembling system, estimating cost factors like labor and material for purchased and fabricated parts, costs for assembling, testing and installing at the customer's premises, installing test fixtures, apparatus, controls and conducting operational tests under specified conditions.
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 |
|---|---|---|
| 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. | Seeks to brainstorm on problems to try to find the right solutions. Is decisive when it comes to making decisions and sticks by the decisions made. | 3 |
| TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system. | Uses deductive reasoning well to identify which components need testing or no testing. Shows great awareness when it comes to the basic concepts of the problem. | 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. | Signs up for appropriate social networking sites such as LinkedIn in order to connect easily with new contacts Attends community functions such as job fairs or local festivals in order to meet new people and get the name of one's company recognized by the community | 3 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Always willing to coach others and is available to demonstrate learning to the team Share achievements of the projects with the rest of the team | 3 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Ensures the performance is steady and strong regardless of any upcoming situation Demands reliability from others especially when working as a team | 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. | Takes the time to clearly define the problem instead of jumping into solution mode immediately Checks to see what issues are likely to happen with high impact to the project and develops contingencies for them | 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 Communicates effectively and succinctly, tailors oral and written communication for the audience, and uses exceptional approaches when doing all tasks | 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 Leads in developing designs that meet safety requirements and legal guidelines | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| VERBAL COMMUNICATION: Have you ever tried to think about what you would say from another person's perspective? How do you prepare yourself before you talk to people and has it been of help to you? | [employee comments] |
| PROBLEM SOLVING: How do you manage high-pressure situations that require fast and urgent attention? Do you research well enough to get proper facts and information? | [employee comments] |
| TROUBLESHOOTING: Give an instance you tried to troubleshoot, and you were not successful. Give an instance you handled a task with so much uneasiness and a restless mind and what was the outcome? | [employee comments] |
| INSPIRING OTHERS: People observe what you do more than they listen to how you speak. How do you ensure that your actions inspire others at work? How do you reward employees whose work exceeds your expectations? Give an example of when this has happened | [employee comments] |
| NETWORKING: How has making new connections improved your professional and personal skills? What are some of the things you don't like about networking events and networking in general? | [employee comments] |
| TEAM BUILDING: Do you cooperate with others in your group to lead, follow, contribute, advice or you just watch? How effectively did you work together with others on this project? | [employee comments] |
| DEPENDABILITY: Are you available when you need to complete a task or handle a difficult customer? Are you a loyal person that your coworkers and management can rely on? | [employee comments] |
| SEEING POTENTIAL PROBLEMS: Describe a time when you have been able to see a huge future problem. What made this possible and how did solve it? When hiring employees, how do you make sure that they are the best fit for the position at hand? | [employee comments] |
| KNOWLEDGE MANAGEMENT: How often do you encourage others to share their knowledge and experience? Can you think of a situation where you didn't comply with knowledge management standards? How did you correct the situation? | [employee comments] |
| MECHANICAL SKILLS: How often do you train yourself to improve your ability to read a wide range machine prints and diagrams? How often do you rely on sketches, verbal instructions, and notes to complete project designs? | [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: |