Use this step by step explanation to craft a good employee performance feedback review for an engineering director. Find the right words with quality phrases.
An Engineering Director is responsible for directing and supervising a team of engineers as they develop, test, adjust and create solutions to technical difficulties.
The main responsibilities for this position include directing and coordinating production, operations, quality assurance, testing or maintaining in industrial plants, overseeing the research an development of new products and procedures, hiring, training and mentoring other engineers and supporting staff, writing performance reviews and solving internal issues, discussing and laying out project specifications, making detailed plans to accomplish goals, analyzing market demand and available resources, reviewing, approving, modifying product designs, preparing budgets, bids and contracts, negotiating research contracts, approving expenditures, reviewing and recommending contracts, developing cost estimates, draft proposals and reports for clients.
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. | Involves colleagues when working on a plan that will help create a more optimal environment at work Arranges a group discussion in order to address a problem and avoids targeting a particular group member during the conversation | 3 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Have no difficulty at all working along with others in the organization Gives credit where it is due to anyone without showing any favoritism | 3 |
| DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development. | Establishes clear and challenging short and long term goals and encourages others to meet the target Challenges the team to the core enhancing their skills to make sound decisions | 3 |
| COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition. | Connects easily with everyone at the workplace building a team A great team player example for others team members to follow | 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. | Keeps all commitments and works with coworkers to help them keep theirs Demands reliability from others especially when working as a team | 3 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Gets started on major projects as early as possible, anticipates situations that may affect these projects and works to prevent them Makes to-do lists, prioritizes one's tasks and schedules enough time to complete each task in order to avoid stress from piled-up tasks | 2 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Demonstrates a flexible approach to work on projects in order to achieve cost-savings and to achieve goals Brainstorms different solutions to a problem and stays focused until a viable solution is found and implemented | 3 |
| GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time. | Uses client satisfaction, quantity, cost, quality, and value added to the company, to evaluate success of a goal Sets goals that are tied to the overall growth strategy of the company in order to increase the company's productivity | 2 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Demonstrates technical mastery of diversity issues and sets universally acceptable goals Always discourages any form of harassment, bullying, and abrasive behavior and leads in promoting team building activities | 3 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Leads in participating in specialized training programs and seeks for more specialized training opportunities Leads in encouraging team members to put extra effort in taking part in crucial training sessions | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INSPIRING OTHERS: People observe what you do more than they listen to how you speak. How do you ensure that your actions inspire others at work? Describe a time when you felt you were able to inspire other employees in a big way. What did you do? | [employee comments] |
| TEAM BUILDING: Where do you fit in the team work? What is your particular role in that team? What is the one particular lesson the team learned from you that they did not have before? | [employee comments] |
| DEVELOPING OTHERS: Do you have personal goals set before you can set the employee's goals? Do you rely on personal knowledge or do you get more knowledge from others? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Do you cultivate a team spirit through all forms of communication? Do you take delegations from your team leader with the same seriousness as you take one from the manager? | [employee comments] |
| DEPENDABILITY: Are you trustworthy to handle the tasks given without passing them on to others? Are your work results and your reliability in harmony and dos your record show that? | [employee comments] |
| HANDLING STRESS: How do you know a colleague is stressed up? What skills do you use to help colleagues manage stress? What ways do you use to identify your stress triggers? What do you do to make sure that the same stressful situation does not reappear? | [employee comments] |
| RESULTS ORIENTATION: Is there a time when you were not satisfied with the results you achieved for your goals? What was the problem? How do you motivate your team members to stay focused on achieving results? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: Suppose your goal is to run your own company in the next two years. How will you go about accomplishing this goal? Describe some of the factors that you consider when setting your goals and objectives. How have these contributed to your success in the goal setting process? | [employee comments] |
| DIVERSITY AWARENESS: Have you participated in events that are diversity-related and what efforts are you making to promote them? What efforts are you making to welcome and consider the ideas and views of other people? | [employee comments] |
| TRAINING OTHERS: What efforts are you making to apply skills learnt in training session to advance your skill set and career? What are you doing to prepare for training sessions ahead of time? | [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: |