Use this step by step explanation to craft a good employee performance feedback review for a process quality engineer. Find the right words with quality phrases.
A Process Quality Engineer is liable to monitor and audit the quality of all manufactured goods in a variety of industries like textile, clothing, food, electronics industries. This role not only finds defects but also locates the cause of the error and develops a solution.
The functions of this position includes monitoring, testing and inspecting products to ensure they meet the specified standards, tests products to determine how long they will last, examines product materials, mechanics and electrical systems, verifies product dimensions, color, texture, and strength to locate imperfections, checks levels of liquids and gases, confirms that parts move correctly and tests the proper fit of components, designs systems by which production quality can be tested in an ongoing process, working with the production group to implement any new testing criteria or assembly methods.
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 |
|---|---|---|
| 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 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. | Makes business cards and promotional materials that present one as a polished professional Pursues a hobby like painting or sporting in order to create strong connections founded on similar interest | 3 |
| 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. | Provides feedback as soon as possible after a behavior has been observed in order to make it more pertinent and relevant Listens to how the person interpreted the situation and their suggestions and asks how one can help to prevent the situation from recurring | 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. | 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. | Quickly adapts to new surroundings and changes though many find it hard to adjust Initiates and adopts appropriate methods that are compliant with work policies to efficiently perform duties | 3 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Puts one's own needs aside and constantly focuses on the other person in order to observe them Looks for patterns in a person's behavior in order to have a deeper understanding of the person | 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. | Aligns oneself with the right people at work in order to learn new things that can help one grow professionally Is enthusiastic about tasks or projects that add value to own career and improve company's productivity | 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. | 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 |
| MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked. | Follows the required procedure, policies, security, and safety measures when using various equipment at work Avoids distractions such as regularly checking emails and voicemail or surfing the internet in order to maintain focus and increase efficiency | 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 reading machine prints and diagrams and at identifying symbols on drawings and blueprints | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INSPIRING OTHERS: What are some of the things you have done in the past to improve your ability to 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: What qualities do you look for in professionals when networking? 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] |
| GIVING FEEDBACK: Describe a time when you have helped an employee accept change and make adjustments necessary to move forward. How did you go about it? How do you recognize and motivate employees who have constantly demonstrated excellent performance at work? | [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: 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 project that failed because you were not aware of your role in it. How did you go about it? Describe a time when you have faced challenges that hindered you from becoming more aware of your role in a certain goal. How did you overcome them? | [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 set projects deadlines and milestones to make sure that employees meet them successfully? | [employee comments] |
| MANAGING DETAILS: How would you deal with a team member who is super detail oriented, that he/she always slows the team down? If a project is not due for several weeks, when do think it's the best time to start working on it and why? | [employee comments] |
| MECHANICAL SKILLS: What are you doing to improve your math skills and apply them in analyzing problems and designing solutions? What efforts are you making to improve your ability to use a wide range of hand tools properly? | [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: |