Use this step by step explanation to craft a good employee performance feedback review for a test engineer. Find the right words with quality phrases.
A Test Engineer is liable for planning, designing and evaluating new software products and systems as well as collaborating with production management. This position works closely with software developers and program managers to ensure all bugs are ironed out before the product is out for sale.
Essential roles for this post includes testing all aspects of the product like the component or function, system, performance, regression, and service, thoroughly testing goods and systems to ensure its functions properly work and meets the business needs, providing feedback on usability and serviceability, tracing the result to quality risk and reporting it to concerned people, working with the development team to identify and capture test cases, ensuring version management, designing test plans, setting up test environments.
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 |
|---|---|---|
| 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. | Knows how to resolve any outstanding client issues and problems amicably. 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. | Listens to what other people have to say and constantly compliments them when they do good 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. | Vocalizes own strengths, successes, and previous experiences, when having a meeting with other business associates and professionals in order to impress and make new connections Brings a cell phone or a small contacts book when attending events or meetings in order to exchange contact information with potential business partners | 3 |
| EQUAL OPPORTUNITY AND DIVERSITY: Equal Opportunity and Diversity means having employees from a wide range of background that includes different ages, gender, ethnicity, sexual orientation, religious belief, educational background, physical ability and treating them equally. | Helps those who require assistance without checking their age, race, color or position Appreciates and provides honest feedback both to the management and the employees | 2 |
| FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance. | Handles each task with ease no matter how difficult the situations are Acknowledges and recognizes any proposal from the management for change | 3 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Explains the thought process that led to one's policies in order to reduce people's mistrust caused by monitoring their activities Keeps one's policies within reason and gives upper-level employees freedom to perform tasks their own way | 2 |
| 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. | Does own job and goes the extra mile; does more than what the company requires or needs Thinks of way that one can improve own performance and implements them in order to add value to the company | 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 Creates realistic projects deadlines and milestones in order to stay on track and avoid missing deadlines | 3 |
| TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier. | Uses the internet to search for information quickly and only relies on peer reviewed internet sources to get factual information Demonstrates exceptional expertise of using augmented and virtual reality techniques to improve training and engagement | 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. | Demonstrates excellent math skills and applies them effectively when analyzing problems and designing solutions Possesses exceptional knowledge in identifying and properly using a wide range of hand tools | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PROBLEM SOLVING: Give a situation that you solved a problem, and it was unsuccessful. Do you involve other people when trying to solve any particular problem? | [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? Give a good example of a time when there was a conflict in your team, but you were able to fix it. What had happened? What did you do? | [employee comments] |
| NETWORKING: How has making new connections improved your professional and personal skills? How have you helped your networking partners to get to know each other and help each other out? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Do you play the role of a peace ambassador in the workplace or you enjoy stirring conflicts? Are you accommodating to other people who are of a different race, age or color? | [employee comments] |
| FLEXIBILITY: Are you adaptable to a new working environment with new people? Are you able to handle project concerns that are required to complete projects? | [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 make sure that monitoring does not kill employees morale or make them nervous? | [employee comments] |
| ROLE AWARENESS: Describe a project that failed because you were not aware of your role in it. How did you go about it? How have you helped new and underperforming employees become more aware of their positions in the department or company? | [employee comments] |
| SEEING POTENTIAL PROBLEMS: Is there a time when you have faced a huge problem that could have been prevented? How did you go about solving it? How do you test a new software in order to make sure that it does not have hidden issues? | [employee comments] |
| TECHNOLOGY TREND AWARENESS: What efforts are you making to implement the use of virtual reality techniques to improve training and engagement? How often do you encourage colleagues to use of artificial intelligence to execute repetitive, multiple, and complex tasks more efficiently? | [employee comments] |
| MECHANICAL SKILLS: What are you doing to improve your math skills and apply them in analyzing problems and designing solutions? What are you doing to improve your ability to identify weaknesses and potential design improvements in mechanical tools and equipment? | [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: |