Use this step by step explanation to craft a good employee performance feedback review for an aesthetic quality control engineer. Find the right words with quality phrases.
An Aesthetic Quality Control Engineer is liable for the final appearance of the product including lighting, look color perception, quality, etc. This position is available for various industries with each defining it according to their tasks. Though it seems like a very simple task, it has a wide variety of tasks to major on that are difficult to cover.
The roles for this position are balancing the lighting in an instrumentation panel display, balancing the color knowledge of each material used in the assembly or production of the company's products, monitoring the visual aspect matters in the daily production unit, putting the business's control measures in place so that there is compliance.
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. | Expresses great skill of empathy when dealing with other people and tries to understand what they are going through. Shows great tact of active listening when engaged in conversations. | 3 |
| ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws. | Manages time well by making sure that the work delivered is of the highest quality. Knows how well to gather and analyze information and data given. | 3 |
| JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion. | Bases decisions on facts, filtering emotions, opinions, assumptions, expectations, and biases Assesses the impact of the decision and modifies the course of action as needed | 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. | Maintains the highest levels of personal integrity that make them admirable Uses the promises made as the bond, always sticking by them | 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. | Gives equal treatment to all the coworkers without having favorites Does not choose who to submit to rather yields to all managers | 3 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Creates and defines one's policies and what happens in the event that they are not followed Takes the stated disciplinary action when a person fails to follow one's policies | 2 |
| SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future. | Checks to identify the potential root cause of the problem and deals with it before it causes the problem Encourages the team to work on the quality of the company deliverables in order to prevent future problems with customers | 3 |
| 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. | Trusted to deliver urgent work without compromising on quality and preciseness Excels at estimating the time required for completing projects and manages to complete more work in less time | 3 |
| BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace. | Uses smart analytics to track statistics, monitor competition, and analyze ranking in the market Stays up-to-date with the latest trends and implements policies that drive change towards the latest trends | 3 |
| TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually. | Known as the person to go to for assistance when faced with problems related to operating modern electronic devices Shows in-depth understanding on how to keep computers and mobile devices free from unauthorized access | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: Have you ever been interrupted by a speaker in the middle of a conversation? What are some of the distractions that you have that prevent you from having a good conversation with someone? | [employee comments] |
| ACCURACY: Are you keen when it comes to gathering data and information? Do you give other people your work to proofread again before presenting it? | [employee comments] |
| JUDGMENT SKILLS: Describe a time when you have had to think on your feet in order to extricate yourself from a difficult situation. What was the outcome In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines? | [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] |
| EQUAL OPPORTUNITY AND DIVERSITY: Do you value people for their intrinsic worth or because of what they do? Do you make friends depending on how well they work with you or who they are? | [employee comments] |
| MONITORING OTHERS: What techniques have you used to monitor employees? Describe how monitoring others have helped improve your company's productivity What have you done to help employees who are struggling to set goals or who seem unwilling to finish a project? | [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? How do you test a new software in order to make sure that it does not have hidden issues? | [employee comments] |
| TIME MANAGEMENT: Were there any instances where you felt that you took more time to get work done than other times? What attempts are you making to speed up your productivity without compromising on the quality of work? | [employee comments] |
| BUSINESS TREND AWARENESS: What efforts are you making to increase your understanding about current business trends? Do you encourage your colleagues to attend conferences and local events that provide networking opportunities with other professionals? | [employee comments] |
| TECHNOLOGY SAVVY: Are you making any efforts to learn how to keep mobile devices and computers free from unauthorized access? How often do you encourage colleagues to use computers to execute repetitive, multiple, and complex tasks more efficiently? | [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: |