Use this step by step explanation to craft a good employee performance feedback review for a design engineer. Find the right words with quality phrases.
A Design Engineer is responsible for researching and developing new ideas for new products and systems used to make them. This role also analyses and modifies all existing processes and products to improving their efficiency and overall performance.
The standard functions for this post are writing regular progress reports and presenting them to project managers and clients, researching whether the design will work and be cost-effective assessing the usability, environmental impact, and safety of design, using CAD and CAE software to create prototypes, collecting and analyzing data from tests on prototypes modifying plans and retesting them, researching, designing and creating new products, developing virtual models of different designs using computer software.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained. | Connects to what others want or feel and tries to be in their shoes. Shows great tact of active listening when engaged in conversations. | 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. | Knows how well to collaborate with others to find solutions to problems. Breaks a problem down before starting to analyze it in a more detailed manner. | 3 |
| NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests. | Makes business cards and promotional materials that present one as a polished professional Presents oneself as someone helpful, appealing and worth knowing in order to achieve one's networking goals much more effectively | 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. | Allows employees to be critical about ideas and suggests solutions to expand an idea Asks a variety of people with various backgrounds for responses in order to evaluate how majority of other people view the decision | 2 |
| 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. | Always carries a positive attitude that appreciates everyone despite their differences Does not start or fire up conflicts in the office allowing everyone to enjoy the peace | 3 |
| 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. | Ability to cope with others and support each other in challenging projects Appreciates positive comments and criticism working in the areas mentioned | 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 the ways a person interacts with or avoids others in order to understand their personality | 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 downtime to prepare for future tasks, catch up on backlogs or as a time to do simple or easy tasks Breaks daily duties down into micro tasks and resists the urge to tackle everything all at once | 2 |
| RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business. | Possesses exceptional ability to point out, define, and analyze existing problems Communicates the purpose and outcomes of a research clearly and tailors the communication to the knowledge level and needs of a particular audience | 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 unmatched creativity in developing and designing a wide range of unique products Possesses exceptional knowledge in identifying and properly using a wide range of hand tools | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: How well can you rate your listening ability skills when having a conversation? Do you always seek for clarification on issues you do not understand when conversing with someone? | [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] |
| NETWORKING: Describe a networking event that changed your career life. What was the event about? What happened? What do you do when a client turns you down or shows no interest in what you have to offer? Give two examples of when this happened | [employee comments] |
| DECISION MAKING: Can you explain a difficult decision you have made regarding a project or task at work? What are some of the factors that influenced your decision-making process? What techniques have you used at work to ensure that decisions you make are correct and effective? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Do you play the role of a peace ambassador in the workplace or you enjoy stirring conflicts? Do you make friends depending on how well they work with you or who they are? | [employee comments] |
| FLEXIBILITY: Do you execute tasks promptly or are you always late? What areas are you supposed to work on to become better? | [employee comments] |
| MONITORING OTHERS: How do you create a clear explanation of policies for the employees? How do you make sure that monitoring does not kill employees morale or make them nervous? | [employee comments] |
| ROLE AWARENESS: Describe a time when you have had to adapt to a difficult situation. What made the situation difficult and how did you manage it? How many hours a week do you set aside for improving your professional skills that make you more aware of your position in the company? | [employee comments] |
| RESEARCH: How often do you use mathematical techniques such as statistical tests to manipulate data? How often do you break bigger issues into smaller manageable parts when faced with complex situations during research? | [employee comments] |
| MECHANICAL SKILLS: Have you ever failed to complete a task on time? What did you do to improve? How often do you undergo training on using computer aided design to enhance your ability to design machines? | [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: |