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

An air quality chemist is responsible for evaluating the quality of air and find out the types of contaminants present and their concentration. He/she does this by conducting quantitative and qualitative physical and chemical analysis on the samples taken by applying various techniques and procedures using the right instruments.

Duties in this position include evaluating air quality by performing analysis to determine, identify and separate air contaminants; evaluating and interpreting analytical results; setting up, operating and calibrating laboratory equipment as well as making minor adjustments and repairs; maintaining the quality assurance program by analyzing samples from other air quality laboratories; preparing the standards for gas and liquid calibration; ordering and maintaining the inventory of supplies and laboratory equipment as well as preparing reagents and chemical solutions.

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

TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system.

Knows computer components well enough to know when they are functioning or not.

Seeks to ask the right questions at all times to help identify the problem.

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.

Thinks about what needs to be addressed, why it should be addressed, and what concrete steps can be taken to move forward

Avoids focusing on feedback as either negative or positive in order to not interfere with one's ability to put important points across

3

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Leverages diversity; creates opportunities through different kinds of people and relates well to everyone, regardless of their background

Is able to navigate company's relationships effectively and achieve what other colleagues may previously have failed

3

SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace.

Recognizes and appreciates the fact that continuous learning is an important part of professional and personal development

Calms oneself and others and positively impacts the effectiveness of others during difficult times

3

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Listens intently in order to understand what one needs to do and deliver appropriately

Divides a task into phases and sets up a follow up with one's manager to discuss the already finished phases in order to make sure one is headed in the right direction

3

PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face.

Listens carefully and learns from the advice given by colleagues, customers, and competitors on how to improve one's approach towards a certain goal

Upholds discipline and good habits in order to stay in the course even when faced with difficult situations

2

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.

Is always looking for new ways to help the team members achieve their personal goals as well as the company goals

Creates time to reflect on one's own behavior and the impact it has on other employees, the company, and the customers

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

BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times.

Places major importance on treating everyone fairly and assists others in understanding fairness

Regarded as the person to go to for honest opinions and answers

3

TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually.

Demonstrates exceptional capacity to work anytime from anywhere and on any device

Embraces computers to execute repetitive, multiple, and complex tasks efficiently

3

Self Evaluation

Self Evaluation Question

Employee Comments

TROUBLESHOOTING:

How well do you consider the possible alternatives before solving a problem?

Give an instance you failed to deliver a task you had been given by a client. How did you resolve it?

[employee comments]
GIVING FEEDBACK:

Describe the most difficult performance review you have handled. What made it difficult and how did you go about it?

What techniques have you used to track an employee's performance in order to give the best feedback?

[employee comments]
EMPATHY:

How can you tell that a colleague needs help? What steps would you go through to provide comfort?

Have you ever decided to delay presenting some information to a colleague because you felt the timing was not right?

[employee comments]
SELF AWARENESS:

Can you think of a situation where you felt you needed to modify or adjust your behavior? How did you go about it?

What is one area you have consistently developed in the last year?

[employee comments]
FOLLOWING DIRECTIONS:

How do you help a colleague improve his/her ability to follow instructions?

Describe a time when you missed some steps in a project due to not paying attention to details. How did you fix it?

[employee comments]
PERSISTENCE:

Can you describe a time when you were given a project that had an impossible deadline? How did you manage to complete the project in time?

Is there a time you have persuaded your manager to accept an idea that you knew he/she would not like? What resistance did you meet and how did you overcome it?

[employee comments]
PERSONAL DRIVE:

Describe how you demonstrate personal drive at work. What have you done to improve your personal drive?

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

[employee comments]
GOAL AND OBJECTIVE SETTING:

What is one of the major goals that you have set for yourself recently? How are you planning to achieve it?

Is there a time when you were working on an important goal, but then you realized that you couldn't achieve it when you were already halfway done? What did you do?

[employee comments]
BUSINESS ETHICS:

How do you avoid temptations to use dishonest data, figures, and facts to support conclusions?

Were there any times where you got awarded for displaying consistent honesty and integrity?

[employee comments]
TECHNOLOGY SAVVY:

Can you describe a situation where you successfully utilized the power of computers to process tasks more efficiently and accurately?

Are there any times you had to seek for assistance on issues related to operating modern electronic devices?

[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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