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

A development engineer conceptualizes and designs manufactured goods to meet the goals of the company and the needs of the clients. He/she is in charge of the design team and the testing procedures as well as drafting manufacturing specifications, creating samples, and fine-tuning designs in readiness for production.

Other duties include conveying specifications of the designed projects for manufacturing purposes, improving development processes, finding ways to improve existing products in quality and performance, in charge of new products development processes, managing intellectual property by avoiding infringing patents and submitting patents for protection, keeps tab on market intelligence to design products that meet the desired specifications by customers and to develop methods required in development of new products.

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

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Is able to communicate information and ideas respectfully to ensure that messages and information are understood and have the desired impact

Is able to work towards win-win outcomes; takes the time to learn and understand own counterparts and how to respond to them during negotiations

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.

Tells people one trusts about the decision at hand and asks for advice on the matter

Keeps a diary or journal that documents one's intuitive reaction to various situations in the past and how each decision played out

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.

Thinks about what needs to be addressed, why it should be addressed, and what concrete steps can be taken to move forward

Listens to how the person interpreted the situation and their suggestions and asks how one can help to prevent the situation from recurring

3

DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work.

Always ready to jump in and get the project done as expected

Seeks opportunities to coach others on how to selflessly give the very best

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

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Trains others on how to work professionally and uphold high standards of co-existing

Has the heart to serve every person regardless of their position in the workplace

2

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Compares a person's baseline reading with a later behavior in order to get a clue on what they might want to hide or how they express their true feelings

Takes the stated disciplinary action when a person fails to follow one's policies

2

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Helps other employees in their tasks or projects in order to improve own professional skills and create a more connected working relationship

Practices common courtesy by making eye contact and referring to colleagues by their names in order to create a smooth working environment

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.

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.

Develops multiple possible ways to prevent the problem in order to come up with the right one

Encourages the team to work on the quality of the company deliverables in order to prevent future problems with customers

3

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF COMPANY PROCESSES:

How do you manage a project plan, set timelines and milestones, and involve team members in order to deliver on time?

What steps have you taken to encourage other employees to keep up-to-date with the company's rules, structures, networks, and systems?

[employee comments]
DECISION MAKING:

Is there a time when you have had to deal with a difficult customer? If yes, explain how you went about deciding on what strategy to employ when dealing with the customer

What techniques have you used at work to ensure that decisions you make are correct and effective?

[employee comments]
GIVING FEEDBACK:

Describe a time when you have had to deal with an employee who was not happy about the feedback you had given. How did you handle the situation?

What are some of the things you have done to develop the skills of other employees and make them more productive?

[employee comments]
DEDICATION TO WORK:

Are you available to do what is expected of you within a set timeline?

Do you give your very best in a group setting or you sit back and allow others to do your work?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Are you a good team player who does not choose which team to join?

Do you show favoritism when dealing with a particular group of people?

[employee comments]
ETHICAL BEHAVIOR:

Can you be trusted in all you do and say to be honest?

Do you give honor where it's due or do you withhold it from those who have done well?

[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?

Is there a time when you have had changes in monitoring policy? What have you done to make sure that employees are aware of changes in the monitoring policy?

[employee comments]
PERSONAL RELATIONSHIPS:

Can you describe an experience that showcases your ability to work and relate well with other employees in the workplace?

How do you make sure to keep the existing relationships with other employees and customers strong every single day?

[employee comments]
ROLE AWARENESS:

What things have you done to improve your knowledge of your position in the company? How has this benefited the company?

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]
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 have you helped employees who are behind schedule to improve their performance and meet deadlines?

[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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