Use this step by step explanation to craft a good employee performance feedback review for a quality inspector. Find the right words with quality phrases.
A quality inspector ensures that the quality standards are maintained by approving the input materials, the production process, and the final product. He/she works with suppliers to ensure that the materials purchased are of high quality and develops control plans for quality production.
Duties associated with this post include approving materials that are incoming by conducting visual tests, measuring and confirming specifications, approving the production process, approving the final output, documenting the results of the inspection, operating measurement equipment, taking part in identifying the causes of quality issues by investigating products , taking part in the problem solving of quality issues and carrying out inspections of partial and complete goods.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
|---|---|---|
| JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion. | Considers the best interests of all parties, in situations where the facts or evidence is not clear-cut or widely agreed, when making a decision Regularly surveys customers in order to evaluate the general impact of a change in pricing policy | 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 Takes some time to chat with other employees in order to build a sense of teamwork and camaraderie | 3 |
| DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome. | Clearly articulates the desired outcome; begins with the end in mind and specifies the desired results Builds motivation and commitment by offering financial rewards, future opportunities and other desirable recognition for tasks and projects well done | 3 |
| PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done. | Personally, coordinates work and the working area leaving no clutter in sight Always well ahead of the scheme when it comes to progress and performance | 3 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Keeps all commitments and works with coworkers to help them keep theirs Has a track record of energy, drive and performance levels that are inconsistent and unpredictable | 3 |
| ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you. | Looks for moments that positively transformed one's own life and uses the moments to draw strength and inspiration Shows interest in one's own work and offers tips for getting the job done more efficiently to others performing the same task | 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 Completes tasks and projects accurately and seeks assistance from colleagues or team members when there is need | 3 |
| ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal. | Assigns specific time for each task one needs to complete in order to avoid spending too much time on a single task and meet deadlines Keeps all current projects in the forefront in order to stay focused on the tasks or activities that matter the most | 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. | Sets up a new employee's initiation program in order to train new workers on quality standards as soon as they start performing their roles Conducts regular performance reviews of team members to let them identify what they have done well and areas that need improvement | 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. | Demonstrates outstanding abilities to collect accurate data before analyzing it Demonstrates excellent oral and written communication skills when sharing an analysis with others | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| JUDGMENT SKILLS: Can you think of a context or situation where you needed to demonstrate judgment? How was the situation resolved? Is there a time when you have made a terrible mistake due to poor judgment? What was the mistake? How was it fixed? | [employee comments] |
| MOTIVATING OTHERS: What is one of the lowest points you have had at work? What did you do to remain motivated and accomplish your goals? How do you motivate others to accomplish their goals? Give an example of when this happened | [employee comments] |
| DELEGATION: Is there a time when you have made a terrible mistake due to poor delegation skills? What happened and how was it resolved? What are some of the things you have done to improve your delegation skills? | [employee comments] |
| PLANNING AND SCHEDULING: What are those goals that require more skills in planning and decision making? What help do you require to become better in your planning? | [employee comments] |
| DEPENDABILITY: Are you trustworthy to handle the tasks given without passing them on to others? Are your work results and your reliability in harmony and dos your record show that? | [employee comments] |
| ENTHUSIASM: Think of a time you had an idea and you got other employees to follow you. What was the idea? Describe a time you did more than was required of your job description. How did you feel about that? | [employee comments] |
| PERSONAL DRIVE: Describe how you demonstrate personal drive at work. What have you done to improve your personal drive? Can you think of a time when the events or actions of a colleague adversely affected your personal drive? How did you cope with that? | [employee comments] |
| ORGANIZATIONAL SKILLS: When scheduling your time, how do you decide which task comes first and which one goes last? Give an example In your opinion, which is the best time to work on complex tasks? Which time works best for you? | [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 do you help new members of your team cope with the agreed team standards and values? | [employee comments] |
| ANALYTICAL SKILLS: What steps do you follow when studying a problem before making a final conclusion How often do you encourage others to think outside the box when trying to solve a problem? | [employee comments] |
Summary |
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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: |