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

An engineering technician has training and education of engineering but works under the supervision of a professional engineer. They work in a broad range of fields including manufacturing, industrial, construction, and laboratory among others.

He/she has other responsibilities including working together with professional engineers in the research and development to inform new projects. They assist in improving processes and designs. Besides, they work as quality assurance supervisors in science-related projects. They are also involved in solving technical problems specific to different engineering projects. Lastly, some may be included in the development of concepts and prototypes for new products in manufacturing industries.

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.

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

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Encourages shy members to speak up by asking them for input on a subject they are knowledgeable about or interested in

Regularly exchanges feedback with group members in order to help them know their strong areas and work on areas that need improvement

3

FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large.

Chooses the best mode of communication to pass information to the team members

States the group rules when necessary but avoids going overboard in order to not restrict expression in the group

3

DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution.

States own needs clearly and assertively without giving the other person the opportunity to twist or manipulate one's words

Sticks to the facts without feeling the need to explain oneself; states a clear narrative that isn't bogged down with too much detail or emotion

3

PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace.

Takes responsibility for personal growth and development providing the company benefits too

Handles challenging tasks that exceed the level of education in an outstanding manner

3

POTENTIAL FOR ADVANCEMENT: The potential for Advancement is the ability to make something better by being more skillful, more efficient, and more useful to produce high-quality results.

Holds a clear vision of the future working diligently to make it a reality

Maintains a record of attained goals that have led to markedly improved personal and corporate performance

3

PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish.

Looks for alternative ways to solve a problem, perform a specific task or deal with a challenging situation

Seeks feedback from other employees; communicates one's areas of strengths and works closely with one's superiors to identify development needs

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

Encourages constructive feedback from employees in order to know what is happening on the ground

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.

Maintains a schedule, calendar, checklist, etc. in order to ensure that small but important details are not overlooked

Takes note of important details and writes them down in order to make sure that they are not forgotten or lost

3

TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier.

Leads in making contributions in online tech communities that consist of technology savvy individuals sharing technology ideas

Shows in-depth understanding of how to manage online confidentiality, privacy and security

3

Self Evaluation

Self Evaluation Question

Employee Comments

LISTENING SKILLS:

How do you give your feedback and does it have any value?

How well do you receive and apply the instructions given out?

[employee comments]
COLLABORATING WITH OTHERS:

What are some of the challenges you have faced when working with others? How do you manage to stay focused despite the challenges?

Describe a time when you have had to work with a difficult team member. How did you handle it?

[employee comments]
FACILITATION:

What methods of communication have you used to pass information to group members?

Is there a time when you assigned different tasks to group members, but the work was not done as you expected? What do you think was the problem? How did you fix it?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Can you describe a time when you have had a conflict at work? How did you solve it? What could you have done to avoid it?

What are some of the techniques you have used or things you have done to improve your ability to handle difficult people?

[employee comments]
PERSONAL GROWTH:

Are you fully committed to remaining an active part of the company?

Would you like to see your career grow as the company does?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you ask for coaching or training when you need it or do you delay until it is forced on you?

Do you pay careful attention to coaching and implement it in your work?

[employee comments]
PERSONAL DRIVE:

What personal and career goals have you set for yourself? What are you doing to make sure that these goals are accomplished?

How do you ensure that your personal drive level is high on a daily basis?

[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?

What are some of the project management tools, if any, that you have used to determine the future of your project?

[employee comments]
MANAGING DETAILS:

How do you make sure that you have all the necessary tools before starting a project or task?

Describe a time when you have had to multitask. How did you organize your tasks to make sure that you didn't miss any of them?

[employee comments]
TECHNOLOGY TREND AWARENESS:

How often do you encourage colleagues to use the internet to search for information easily?

How often do you encourage colleagues to use of artificial intelligence to execute repetitive, multiple, and complex tasks more efficiently?

[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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