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

A Biofuels Manager is accountable for overseeing the manufacturing of biofuels that include facility management, budget implementation, and quality assurance controls.

The responsibilities for this role are production of alternative fuels or biofuels, ensuring production is conducted properly to guarantee the health and welfare of employees and the environment, managing all the operations at biofuels power generation facilities, supervising production employees in the manufacturing of biofuels like ethanol and biodiesel, conducting cost, material and efficiency studies for biofuels production plants, preparing and managing biofuels plant or unit budgets, providing instruction to subordinate or new staff to improve the biofuels plant safety, engaging in data study of production levels while tracking efficient and ineffective security procedures, drawing samples of biofuels outcomes or secondary by-products for quality control testing.

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

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Avoids using insulting or negative language when one is around people; uses constructive criticism instead of putting people down

Does not pretend to know or understand something one doesn't know or understand

3

APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them.

Highly conscientious and detail oriented in evaluating others to ensure every detail is precise

Shows lots of initiative and takes the lead on projects

3

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.

Understands the value of completing projects as a team instead of alone

Works well with management, co-workers, and team members to ensure accomplishment of set goals

3

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Insists on the importance of giving fair treatment to all the employees

Widely respected for being accountable to the managers and coworkers

3

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

A highly creative person who is skilled in finding ways to perfect the performance

Always ready to take on new tasks whenever it happens

3

CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results.

Turns up to work on time, carries out one's tasks without constant supervision and takes breaks only when scheduled

Is a team player; participates in brainstorming sessions and handles group projects and tasks with diligence

2

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Takes ownership of personal or team performance and helps team members to achieve their goals or improve their performance

Admits misjudgments mistakes and errors and informs others when one is not able to meet a commitment

2

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Thinks about how incredible one is to the situation at hand before one is able to persuade others

Practices and rehearses how to present a situation and gets ready for all possible outcomes

3

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

Excels at adapting to diverse cultural groups at all times

Organizes group meetings and events that include people from different cultures and creates a welcoming atmosphere for everyone

3

PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level.

Excels at identifying points at which improvements can be made by simulating processes and observing the processes in action

Allocates resources with intelligence and efficiency to make processes work better and spend less on them

3

Self Evaluation

Self Evaluation Question

Employee Comments

INSPIRING OTHERS:

What have you done to make other employees feel cared for and to earn trust from them?

Describe a time when you felt you were able to inspire other employees in a big way. What did you do?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

Can you be relied upon to deliver accurate and timely data?

Do you treat the employees the same even the weak ones?

[employee comments]
COOPERATION WITH COLLEAGUES:

Can you be relied upon to lead the team without the management following up?

What can your team say concerning your work ethics and manners?

[employee comments]
ETHICAL BEHAVIOR:

Can you be trusted with confidential information without leaking it out?

Do you provide honest feedback when asked to give any?

[employee comments]
INITIATIVE:

Are you creative enough to come up with decisions for hard tasks?

How well do you handle work pressure, deadlines, and coworkers?

[employee comments]
CONSISTENCY AND RELIABILITY:

Describe a time when you took responsibility for an error and were held personally accountable. What happened?

Can you describe a time when personal issues pulled you away from work? How did you handle it?

[employee comments]
PERSONAL ACCOUNTABILITY:

Describe an occasion when you chose not to complete a task, for whatever reason. What happened?

Describe a time you reacted to pressure situations or short deadlines. How did you do it?

[employee comments]
PERSUADING OTHERS:

When selling an idea, it is sometimes useful for one to use real-life stories. Can you give an example of a time when you were able to do that? What was the outcome?

Can you describe a time when you have had to convince a difficult colleague to accept your idea?

[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]
PROCESS IMPROVEMENT:

What efforts are you making to learn more about new procedures?

Have you ever failed to map existing processes and how did you correct the mistake?

[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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