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

The Materials Development Engineer is liable for researching, specification, designing and developing materials to advance technologies and products of many different kinds. This role has expertise that lies in understanding the properties and behaviors of various substances ranging from raw materials to finished goods.

The responsibilities for this role includes analyzing data using computer modeling software, testing materials to assess how resistant they are to heat, chemical attack or corrosion, selecting the best combination of materials for specific purposes, working to solve problems arising during the manufacturing process or with the finished product, advising on adaptability of a plant to new processes and materials, considering the implications for waste and other environmental pollution matters of any process or product.

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

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.

Does not judge other people but instead offers positive criticism.

Does not jump into conclusions but first listens to what the other person has to say.

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.

Evaluates all possible solutions and chooses the one that will deliver the best results.

Gathers all the necessary facts and information first before making any decision.

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.

Is very genuine and honest with other employees and to oneself, and does not pretend to be someone one is not

Arranges a group discussion in order to address a problem and avoids targeting a particular group member during the conversation

3

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

Tries to remember every topic one discusses with each person one meets in order to establish a familiar connection next time one meets them

Follows up with casual contacts in order to try and build a potential long-term business relationship

2

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

Approaches employees from the standpoint that one recognizes their desires to perform effectively in their work

3

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Designs a plan that clearly articulates goals, responsibilities, and specific deadlines and makes sure that everyone understands the plan and his/her individual role in it

Focuses on opportunities, strengths, weaknesses, and threats while planning for the future

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.

Enjoys working as a team creating a team spirit that works best in delivering expectations

Respects the opinions of others without interfering, using what is beneficial only

2

TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time.

Generates more work than expected even when working under pressure and tight deadlines

Creates and implements effective time-saving strategies and has a great sense of timing

3

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.

Demonstrates exceptional critical thinking skills by examining the validity and truth of arguments and evaluates the importance of ideas

Possesses outstanding ability to summarize information, explain the motives, aims, results, and conclusions of a research

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.

Excels at teamwork and is able to work with a diverse group of people when inventing technologies and to solve problems

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

LISTENING SKILLS:

How well do you assert your opinions and views when having a conversation with someone?

Give an instance that you did not listen carefully and you ended up messing the situation.

[employee comments]
PROBLEM SOLVING:

How well do you accommodate other people ideas and opinions when trying to solve a problem?

Are you in most cases conversant with what the problem is before you solve it?

[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?

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 do you make sure to keep in touch with a new contact after the first meeting?

How have you helped your networking partners to get to know each other and help each other out?

[employee comments]
GIVING FEEDBACK:

Describe the most difficult performance review you have handled. What made it difficult and 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]
STRATEGIC PLANNING:

What are the steps and methods you have used to define a vision for your position or department?

Can you describe the techniques or methods that you have used to develop a strategic plan for your company or department?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Do you have weaknesses that showcase as you deal with others?

Are you available when your colleagues need you to help them?

[employee comments]
TIME MANAGEMENT:

Do you plan your time and evaluate how you use it periodically when working on a project?

Do you make your schedules flexible enough to accommodate emergencies?

[employee comments]
RESEARCH:

What efforts are you making to improve your research methods?

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?

What are you doing to improve your ability to identify weaknesses and potential design improvements in mechanical tools and equipment?

[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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