Use this step by step explanation to craft a good employee performance feedback review for a food technician. Find the right words with quality phrases.
A Food Technician assists the food scientists with research by testing and examining food products while ensuring that the food is compliant with the Food and Drug Administration as well as help in improving the food products on the market. This position also develops better methods to package foods and helps discover ways to process foods that preserve the nutrient levels.
The primary responsibilities include improving food quality, ordering supplies as well as keeping, conducting tests to detect the coloring, nutrients, moisture levels and other portions of the food items, analyzing tests results and compiling presentations on the material, monitoring the use of additives.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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. Ensures to put to practice all the instructions given for a particular task. | 3 |
| 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. | Understands financial, operational and human resource issues in order to make decisions aimed at improving the overall company performance Is able to understand both internal and external client's needs and concerns and to provide sound solutions or recommendations | 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. | Works hand in hand with the colleagues to understand and appreciate different cultures and their way of doing things Treats others with dignity thus preserving the company's culture of respect for all | 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. | Apparently, communicates the standards and expectations regarding ethical behavior in the workplace Has obtained training that specifically focuses on practicing ethical behavior at the workplace | 2 |
| COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner. | Embraces the power of professional associations as a way of gaining wisdom, knowledge, and experience Focuses on the clients' exact demands and remains committed to meeting those demands | 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 breaks as a time to socialize with other employees as a way to engage own brain with something other than work Keeps a daily log of own goals for a given day in order to evaluate progress and see what one has actually achieved | 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. | Uses technical tools that assist in delivering work more quickly Makes commitments to meet deadlines and makes productive use of the available time | 2 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Excels at adapting to diverse cultural groups at all times Develops and enforces policies that drive change to eliminate any stereotypes that a cultural group faces | 3 |
| PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level. | Starts all process improvement efforts with clear objectives and always identifies processes that fall within the context of business goals Eliminates steps that do not add value to a process and optimizes the steps that add value to a process | 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 excellent reasoning skills when weighing one solution to a problem against another Possesses outstanding ability to summarize information, explain the motives, aims, results, and conclusions of a research | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: How do you give your feedback and does it have any value? Do you always seek for clarification on issues you do not understand when conversing with someone? | [employee comments] |
| KNOWLEDGE OF COMPANY PROCESSES: Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome? Is there a time when you have encountered a problem due to lack of knowledge of your company processes? How was the problem solved? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Do you have weaknesses that showcase as you deal with others? Are you accommodating to other people who are of a different race, age or color? | [employee comments] |
| ETHICAL BEHAVIOR: Do you keep your word at all time or do you fail to be honest? Are you most likely to bend the truth to protect yourself? | [employee comments] |
| COMPETITIVENESS: What sort of projects did you generate that required you to go beyond your job description? Are there situations where you made periodic mistakes while trying to learn something new? | [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? How have you helped new and underperforming employees become more aware of their positions in the department or company? | [employee comments] |
| TIME MANAGEMENT: Can you point out the things distracted you from delivering work on time? Do you make your schedules flexible enough to accommodate emergencies? | [employee comments] |
| INTERCULTURAL COMPETENCE: What are you doing to increase links to networks of individuals and groups from different cultural backgrounds? What are you doing to encourage individuals and groups with a different cultural background to work with each other? | [employee comments] |
| PROCESS IMPROVEMENT: Which techniques are you employing to identify bottlenecks in processes and the points at which improvements can be made? What efforts are you making to improve your ability to detect the root cause of errors in processes? | [employee comments] |
| RESEARCH: How often do you encourage colleagues to employ analytical skills when examining the consequences of a certain solution? What efforts are you making to identify ideas and concepts that are relevant to a problem? | [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: |