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

An environmental education specialist creates environmental awareness and informs the public about preservation, sustainability, and conservation by planning, developing, and conducting programs in learning institutions or conferences. He/she provides educators with technical assistance for the integration and evaluation of environmental education in the school curriculum.

Other than giving advice on environmental education matters, other duties include; providing the public, educators, agencies and environmental educational centers the technical assistance and consultative services in planning, coordinating, delivery and evaluation of programs in environmental education. Other roles include interpreting and applying laws, rules, policies and regulations relating to environmental education programs; monitoring and reporting regularly on the environmental literacy in the area as well as developing and distribution resource materials.

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

SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds.

Creates a company's handbook with a list of rules and steps that must take place in order to ensure safety in the workplace

Creates an incident report after a workplace accident, investigates who was involved, and how the accident might have been prevented

3

PERFORMANCE MANAGEMENT: Performance Management is a method by which supervisors and employees work together to plan, monitor and review the employee's work objectives and overall contributions to the organization.

Helps employees to achieve the set company goals through coaching and provides access to training and other development opportunities

Gives an employee every opportunity to improve his/her performance by making sure that he/she understands the expectations of the role

3

PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions.

Provides the teams with required resources to attain good results

Gives consistent recognition to employees who do their best in meeting their goals

3

SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life.

Effectively coaches assistants in group or individually towards high achievement

Effectively communicates organizational policies and other critical information to subordinates

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.

Always willing to help others when required to finish goals on time

Brings individual workers together to satisfy deadlines and work efficiently as one

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.

Is specific; states with clarity the exact thing that one wants to be done or what one is refusing to do

Keeps one's thoughts focused on taking action towards own goals and avoids negative thoughts that ruin one's concentration

2

RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant.

Identifies and meets with the appropriate parties in order to develop an understanding of the set goals and desired results

Takes pride in own work and encourages other people to do the same; effectively balances service, quality, and productivity standards

3

USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it.

Practices mental elasticity; stretches oneself beyond the things others regard to know already

Gets constant feedback from other employees in order to know own strengths and areas that need improvement

2

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

Makes use of the available quality management systems and tools to ensure high work standards

3

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

Leads in promoting professional development courses and forums that enhance intercultural competency

Demonstrates exceptional behavioral skills when interacting with people from different cultures

3

Self Evaluation

Self Evaluation Question

Employee Comments

SAFETY AT WORK:

How often do you organize safety training programs for your employees? How has this helped the employees and the company at large?

Can you give an example of a time when you had to stop an important process due to the danger of imminent accidents?

[employee comments]
PERFORMANCE MANAGEMENT:

What factors are crucial within any organization and must be present for you to manage performance effectively?

Can you describe an occasion when you have encountered problems when managing performance? How did you overcome these problems?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are the goals you set achievable or do they cause work stress among the employees?

Are you a fountain of energy and comfort to demoralized employees?

[employee comments]
SUPERVISORY SKILLS:

Have you come up with appropriate boundaries and do you follow them?

Are you good at decision making and dealing with confrontation?

[employee comments]
COOPERATION WITH COLLEAGUES:

Are you open to criticism both from management and coworkers?

What weaknesses have you noticed and how are you working on them?

[employee comments]
PERSISTENCE:

How do you show persistence in the workplace? Describe a situation that has forced you to remain persistent at work

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

[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]
USING COMMON SENSE:

How do you help other employees use common sense at work? When is the last time this happened?

How do you go about making decisions? How do you calculate your next action when solving a problem?

[employee comments]
QUALITY OF WORK:

What are some of the programs you have initiated, if any, to train new employees on the company values and standards?

How have you made sure that your projects meet the agreed quality standards? What tools or methods have you used?

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to encourage tolerance among individuals and groups with different cultural practices?

How often do you encourage others to appreciate and experience different ways of doing and seeing things?

[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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