Use this step by step explanation to craft a good employee performance feedback review for a biofuels processing technician. Find the right words with quality phrases.

A Biofuels Processing Technician is liable for calculating, loading, mixing and preparing processed feedstock with additives in fermentation or reaction process containers and monitor the production process. This position performs and keeps records of the complete plant maintenance, repairs, and safety inspections.

The major responsibilities of this position include operating equipment like the centrifuge, extracting in the production of biofuels, working valves, pumps, engines or generators to control and adjust biofuels production, processing refined feedstock with additives in fermentation or regression process vessels, assessing the quality of biofuels additives for processing, calibrating liquid flow devices and meters including fuel, chemical and water meters, collecting biofuels samples and performing routine laboratory tests or analyses to assess biofuels quality, inspecting biofuels plant or processing equipment regularly as well as recording and reporting damage and mechanical problems.

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.

Inspects the facility regularly to make sure that employees are following safety policies at work

Always has the right tools in place to make sure that the employees do not have to improvise

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

PHYSICAL ABILITIES: Physical Abilities is the ability of one's strengths and limitations that are also known as the individual resources to perform well at the tasks given.

Enjoys working with equipment that is involved learning new tricks on how to operate them

Great experience at solving complications that occur during work sessions

3

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Takes new challenges and looks for a new way to solve problems at short notice

Shows initiative and self-reliance when making suggestions for increasing the effectiveness of a changing environment

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.

Perceives failure as the key to thriving, learns from it and uses it to spur one's next attempt

Always makes eye contact when restating a request or refusal

3

SELF-DISCIPLINE AND SENSE OF DUTY: Self-Discipline and Sense of Duty is an active effort which helps in developing set ways for your thoughts, actions, and habits empowering your to stick to your decisions.

Recognizes the moments when one gets the urge to act impulsively in order to be more equipped to create a delay between the action and the urge

Reframes mistakes into learning opportunities and keeps pushing towards achieving the set goals

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.

Plans ahead in order to avoid doing things haphazardly, and without an idea of the consequences

Tracks own time and writes everything that needs to be done down in order not to miss an important commitment

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

Develops and enforces policies that drive change to eliminate any stereotypes that a cultural group faces

3

ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business.

Thinks out of the box and always comes up with effective solutions to big problems

Excels at working with graphical information and is an expert in using a wide range of graphical software

3

PRODUCT KNOWLEDGE: Product Knowledge is an essential sales skill to understand the features of your product allowing you to present the benefits compellingly and accurately to the customer.

Demonstrates outstanding understanding on how a product compares to rival products

Fully understands all product specifications and the meaning of all related terminology

3

Self Evaluation

Self Evaluation Question

Employee Comments

SAFETY AT WORK:

Give an example of a time when an employee caused an accident due to neglecting safety procedures. How did you deal with him/her?

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]
PARTICIPATIVE MANAGEMENT:

Are you available for the employees when they need you?

Have you recognized your strengths and weaknesses in dealing with the different employees?

[employee comments]
PHYSICAL ABILITIES:

Do you help others to come up with workable goals for complicated tasks?

Are you physically fit to take on tasks that require human strength?

[employee comments]
ADAPTABILITY:

Can you describe a project or situation which required you to remain open-minded and flexible in order to succeed?

Is there a time you had to adjust to a colleague's working style or technique in order to meet a deadline or achieve an objective?

[employee comments]
PERSISTENCE:

How do you motivate your team members to remain persistent? Can you give an example of a time when this was practical?

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

[employee comments]
SELF-DISCIPLINE AND SENSE OF DUTY:

Describe a task that required you to remain self-disciplined from the start to the end. How did you manage it?

What would your boss or team members say about your behavior at work?

[employee comments]
USING COMMON SENSE:

When is the last time you failed in a project because you did not use common sense? How did you rise up?

When is the last time you apologized to a colleague? What had you done and why did you feel the need to do this?

[employee comments]
INTERCULTURAL COMPETENCE:

Are you actively involved in celebrations and events that feature people with different cultures?

Are you actively involved in professional development courses and forums that enhance intercultural competency?

[employee comments]
ANALYTICAL SKILLS:

Can you describe a task you did that tested your analytical abilities?

What efforts are you making to search for the best sources of information?

[employee comments]
PRODUCT KNOWLEDGE:

What are you doing to enhance your understanding of industry trends, terminologies, and concepts surrounding a product?

Have you ever failed to demonstrate how a product can be integrated with another? What did you do to improve?

[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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