Use this step by step explanation to craft a good employee performance feedback review for a research greenhouse supervisor. Find the right words with quality phrases.
A Research Greenhouse Supervisor is responsible for overseeing greenhouse researching and supervisory work in the conduct of general and specialized greenhouse operations involving both complexes of institutional greenhouses and auxiliary support units - the hothouses and plant growth chambers.
The essential functions of this position includes planning, coordinating and directing the operations of a complex institutional greenhouse, soil storage research, examining specialized plant growth, management facilities, and equipment, coordinates with administrators or project leaders on work plans, make recommendations for implementing the greenhouse production schemes involved, researchers and determines the appropriate method for mixing soil and other ingredients to prepare for proper growth medium for the greenhouse plant production, inspects greenhouses, hothouses, ground storage and handling facilities.
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 |
|---|---|---|
| URGENCY: Urgency is the speed that drives businesses fast in order to keep them from disconnecting from what they are aiming to achieve but pursue it with a sense of urgency. | Responds to issues in a very swift manner and ensures that tasks are handled to completion. Helps the workmates to accomplish urgent tasks before the deadline. | 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. | Looks for useful information that the employees need and that which will help them become more successful in their work Approaches employees from the standpoint that one recognizes their desires to perform effectively in their work | 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. | Encourages other team members to work together towards a common goal Works well with management, co-workers, and team members to ensure accomplishment of set goals | 3 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Stand up tall with confidence when making decisions that require much thought Carries a great ability to outline the pros and cons of each course of action | 2 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Restricts one's overtime hours and speaks to the manager if the demands are unreasonable Spends time with people who are supportive, relaxed, fun to be with and who improve one's level of satisfaction | 3 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Effectively encourages team members' participation in attaining goals by identifying strengths of each member and assigning tasks based on those strengths Generates enthusiasm and commitment from others in order to set and achieve challenging goals or objectives | 3 |
| QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with. | Creates a recognition program and hands out bonuses in order to show appreciation for employees' hard work and attention to quality standards Sends out surveys and asks clients for feedback in order to identify the clients' needs and work towards providing these needs | 2 |
| BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world. | Puts the phone completely away in all meetings and never engages in side conversations Excels at making introductions in meetings and always starts with introducing the person who ranks highest | 3 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Possesses the ability to create a common vision and works hand in hand with everyone when implementing programs Possesses exceptional understanding of the perspectives of others and demonstrates mutual respect, equity, and fairness | 3 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Takes advantage of each and every training session to advance skill set and career Concentrates in all training sessions and avoids distracters while learning | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| URGENCY: How can you rate yourself regarding responding to work related duties? How can you rate your level of response when it comes to handling work issues with urgency? | [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] |
| COOPERATION WITH COLLEAGUES: Are you willing to reconcile when a conflict occurs in the workplace? What are your strengthens and how do you utilize them in the group? | [employee comments] |
| ORIENTATION TO WORK: How well do you manage your time assigned for the tasks? How do you deal with office confrontation and do you feel justice has been served right? | [employee comments] |
| HANDLING STRESS: Can you describe a situation at work that really stressed you out to the maximum? How did you handle it? What steps have you followed in the past to avoid distractions at work and remain positive-minded? | [employee comments] |
| RESULTS ORIENTATION: Describe a time when you have been very successful in accomplishing your goals. What made this possible? Describe a time when instructions on a project were not clear. What made them unclear and what did you do? | [employee comments] |
| QUALITY OF WORK: Describe the most challenging task you have handled. What made it challenging and what was the quality of work produced? What are some of the tools that you have used to check for information accuracy before working on it? | [employee comments] |
| BUSINESS ETIQUETTE: How often do you encourage others to stand up when shaking hands or meeting new people? What efforts are you making to improve your listening skills? | [employee comments] |
| DIVERSITY AWARENESS: What efforts are you making to promote professional development courses and forums that enhance diversity? What are some of the things you are doing to discourage harassment and bullying of people with diverse views? | [employee comments] |
| TRAINING OTHERS: How often do you participate in specialized training and what efforts are you making to look for more training opportunities? What efforts are you making to attend important training sessions? | [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: |