Use this step by step explanation to craft a good employee performance feedback review for a resource conservation specialist. Find the right words with quality phrases.

A resource conservation specialist provides the services of natural resource conservation by evaluating the needs and problems of natural resource management, administering conservation programs, conducting investigations on soil, and advising land users on resource conservation projects. He/she analyses problems and suggests solutions relating to resource conservations.

Additional duties in this role include educating and creating awareness about conservation needs; assisting land users in creating plans for resource conservation; estimates the rates of annual soil erosion; designs, lays out and supervises the construction of waterways, ponds, open drain ways, earthen storage facilities and diversion ditches. Other roles include inspecting sites and conducting engineering surveys and soils investigations as well as preparing and updating management plans for soil, forest, animal waste management, and wildlife resource.

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.

Shows excellent knowledge when it comes to dealing with the equipment interface.

Shows willingness to continue learning new and creative ways of troubleshooting.

3

ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team.

Knows how to articulate issues and at the same time solicit sensitive information and data.

Manages to accomplish set goals and objectives within the stipulated timeframe and with minimal resources.

3

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Makes a schedule and sticks to it in order to teach one's body and mind to turn on "work mode" when one needs to work

Quickly replaces negative thoughts with positive ones; stays positive even when things are not working as expected

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.

Observes and addresses specific employees' behaviors instead of making broad judgments

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

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.

Sets a goal that can reasonably be accomplished and sets a realistic time frame

Restores one's sense of purpose by remembering own vision when the going gets tough or when one wants to drop it all

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.

Brainstorms the different ways that one can reach the results and draws a specific action plan to achieve them

Sets realistic goals, believes that one can achieve them, and eliminates negative thoughts that can bring one down

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.

Provides accurate information, in a timely manner and in a usable form, to other employees who need to act on it

Follows up with other employees to make sure that commitments and agreements have been fulfilled

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.

Recognizes and rewards employees who have consistently produced quality work in order to keep them motivated to continue working hard

Conducts regular performance reviews of team members to let them identify what they have done well and areas that need improvement

3

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.

Makes significant contributions towards making changes in policies to eliminate unfair elements

Digs in to find the right answers to complex questions and never bluffs

3

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Possesses exceptional knowledge about different cultures and respects cultural values and beliefs of other people

Demonstrates exceptional behavioral skills when interacting with people from different cultures

3

Self Evaluation

Self Evaluation Question

Employee Comments

TROUBLESHOOTING:

How do you manage your clients and communicate to them the progress of their work?

What do you consider as your best and worst experience when it comes to troubleshooting?

[employee comments]
ADMINISTRATIVE SKILLS:

Being in a leadership role, do you feel you influence those around you positively?

How conversant are you with the technology while dispensing your administrative roles?

[employee comments]
MOTIVATING OTHERS:

What types of tasks or projects do you enjoy doing the most? Why?

Is there a time when you have not accomplished a task due to lack of motivation? What led to your lack of motivation? How did you fix it?

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

[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?

Can you describe a situation where you had to use persistence in order to successfully convince a customer to buy a product?

[employee comments]
GOAL AND OBJECTIVE SETTING:

How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals?

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]
MANAGING DETAILS:

Describe a project that demanded accuracy from you. How did you go about it and what are some of the challenges you faced?

If a project is not due for several weeks, when do think it's the best time to start working on it and why?

[employee comments]
QUALITY OF WORK:

What do you think your company should do to fix some of the most common quality-related issues?

What courses, if any, have you taken to improve the quality of service you give to your customers? How has this benefited your company?

[employee comments]
BUSINESS ETHICS:

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

Have you ever found yourself in a situation where you had to question someone's integrity?

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to increase links to networks of individuals and groups from different cultural backgrounds?

How often do you encourage others to show respect to people with diverse cultural backgrounds?

[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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