Use this step by step explanation to craft a good employee performance feedback review for a senior process engineer - chromatography. Find the right words with quality phrases.
A Senior Process Engineer - Chromatography is responsible for evaluating the process's effectiveness, quality and safety while identifying areas that need improvement, change to make the process efficient and less costly in the pharmaceutical sector.
The primary obligations of this position include maintaining, repairing and calibrating complex machinery, preparing and evaluating solutions, separating and identifying chemical compounds - gas, high-performance liquid, gel permeation, thin layer and ion exchange, observing and analyzing the process and reporting the findings, recommending additions required and identifying areas that should be changed or replaced, document their findings for internal records, managing and coordinating transition from product development to final production.
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 |
|---|---|---|
| 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. | Reports highly sensitive issues to the management and offers workable solutions. Responds well with great confidence and a positive mindset when there is more workload. | 3 |
| DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome. | Delegates tasks to the lowest possible organizational level in order to help develop employees on that level and increase workplace efficiency Chooses the right task to delegate, identifies the right employees to delegate to, and delegates it the right way | 3 |
| TALENT MANAGEMENT: Talent Management is the shift that is used when hiring, training, and retention of the most skilled and superior employees available in the job market. | Negotiates accomplishment-based performance standards, measures, and outcomes within a performance development planning system Conducts monthly performance development planning discussions that mainly focus on the employees' interests for career development | 3 |
| PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done. | Creates programs that are easy to implement for every employee without being cumbersome Does not leave any detail to chance rather takes everything into consideration | 2 |
| 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. | Does not care about personal interests until the job is done and submitted Works well with management, co-workers, and team members to ensure accomplishment of set goals | 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 Automatically works extra hours to get all the work done within the set deadlines | 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 sure to have one or two colleagues who are willing to assist in the time of stress in order to reduce one's stress level | 2 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Carefully monitors and appreciates the quality of work one has provided as well as that, which other people provide Plans, prioritizes and balances tasks in order to meet goals, commitments, and deadlines effectively | 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. | Follows the required procedure, policies, security, and safety measures when using various equipment at work Takes note of important details and writes them down in order to make sure that they are not forgotten or lost | 3 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Dedicates more than enough resources for supporting diversity and always communicates the value of diversity Implements exceptional strategies for attracting a fully diverse pool of applicants for vacant positions | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| URGENCY: Have you at any time taken extra work when called upon by others? Is there a time you had to delegate tasks to your colleagues when it required urgency? | [employee comments] |
| DELEGATION: Is there a time when you have made a terrible mistake due to poor delegation skills? What happened and how was it resolved? Would you train a new employee to perform a certain task for you or would you prefer an employee who already has the required skills to handle the task? Why? | [employee comments] |
| TALENT MANAGEMENT: What are some of the things you have done, or strategies you have put in place to attract talent to your company? Have you taken any initiative to improve your company's employer brand? If yes, give some examples | [employee comments] |
| PLANNING AND SCHEDULING: Do your planning skills need improvement or are they ready to go? How have you been of help to others in accomplishing goals within the set time? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Are you open to criticism both from management and coworkers? What are your strengthens and how do you utilize them in the group? | [employee comments] |
| DEPENDABILITY: Are you trustworthy to handle the tasks given without passing them on to others? Are there areas you have not showed or practiced dependability that you need to change | [employee comments] |
| HANDLING STRESS: Give an example of a time when you have worked with a team that was facing a very stressful situation. How did you help the team members handle the situation? Describe a time when your project was faced with a situation that was not anticipated. How did you handle it? | [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? Describe a project/goal that required you to pay attention to detail. How did you go about accomplishing it? | [employee comments] |
| MANAGING DETAILS: How do you make sure that you have all the necessary tools before starting a project or task? How do you organize your tasks to know which one comes first and what follows next? What tools, if any, have you used? | [employee comments] |
| DIVERSITY AWARENESS: What are you doing to be seen as a person who can address diversity concerns of other people? What efforts are you making to welcome and consider the ideas and views of other people? | [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: |