Use this step by step explanation to craft a good employee performance feedback review for a quality assurance senior manager. Find the right words with quality phrases.
A Quality Assurance Senior Manager works with the rest of the staff in the assurance department to establish procedures and quality standards as well as monitor those against the agreed targets. This position is adequately required in any manufacturing/ production processes is in continual 24-hour operation.
Other essential skills include working hand in hand with the operating staff to establish procedures, standards, systems and procedures, ensuring that all the manufacturing processes comply with standards both at national and international levels, specifying quality requirements of raw materials with suppliers and investigating the standards, recording, analyzing and distributing statistical information monitoring performance.
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 |
|---|---|---|
| ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws. | Takes time to perform tasks and is never in any hurry to ensure they are accurate. Maintains detailed and accurate records at all times and does not entertain sloppy work. | 2 |
| MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups. | Keeps motivators close; tells other employees what one wants to accomplish so that they can hold one accountable Sets career goals that match with those of the company in order to stay motivated during the workweek | 2 |
| MANAGEMENT CONTROL: Management Control is a system that collects and uses the information to evaluate the performance of different organizational resources like the financial, physical and the organization performance as a whole. | Provides the required support during the periods of organizational change Maintains an open communication process among the staff and management | 2 |
| LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place. | Manages the department that is popularly known for its high level of teamwork Carries a strong orientation skill that directly contributes to the solidarity and focus of the employees | 3 |
| SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace. | Recognizes and appreciates the fact that continuous learning is an important part of professional and personal development Views challenges and disappointments as opportunities to grow and develop and encourages others to do the same | 3 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Takes note of a person's reaction the moment they are given a piece of news in order to understand their true thoughts and feelings Asks for tangible evidence and details of results on what a person has been working on | 2 |
| PROJECT AND GOAL FOCUS: Project and Goal Focus is setting your mind and heart on things that matter and add value to your life against those things that add no value at all or of little value. | Avoids distractions such as answering non-work related calls in order to remain focused on accomplishing own tasks Creates a diary that documents the goal pursuit in order to get clarity on the goals | 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. | Asks own bosses for regular performance feedback or suggestions for improving own efficiency and productivity Uses appropriate tools to check and ensure that all parts of a task or project are complete before submission | 2 |
| TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time. | Develops practical schedules, effectively assigns tasks to others, and is committed to get work done Balances the speed of delivering work with quality and shows commitment to make improvements in both aspects | 2 |
| KNOWLEDGE MANAGEMENT: Knowledge Management is the ability to manage knowledge and information that is presented to the company from different sources without overlooking any of them. | Shows willingness to check for current knowledge before use and works with others to be updated about new knowledge Shows willingness to share own knowledge and makes contributions to team knowledge resources | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| ACCURACY: Which environment do you work comfortably well, noisy or quiet environment? Are you someone who needs constant monitoring or supervision to deliver reliable work? | [employee comments] |
| MOTIVATING OTHERS: Can you give an example of a time when you overcame a significant problem, which made you very proud of yourself? What is the biggest goal you have ever accomplished? Why do you consider it the biggest? Describe the problems you faced, if any | [employee comments] |
| MANAGEMENT CONTROL: Have you identified any partner you can work with or become a key stakeholder in the company? Do you appreciate the many different ways that projects can be accomplished except the one you have set? | [employee comments] |
| LEADERSHIP SKILLS: Do you invest in teamwork to ensure both management and workers are all harmonious? Are you willing to learn new trends to equip you as a better leader? | [employee comments] |
| SELF AWARENESS: Can you think of a situation where you felt you needed to modify or adjust your behavior? How did you go about it? What is one area you have consistently developed in the last year? | [employee comments] |
| MONITORING OTHERS: How do you create a clear explanation of policies for the employees? How do you make sure that monitoring does not kill employees morale or make them nervous? | [employee comments] |
| PROJECT AND GOAL FOCUS: Where do you see yourself in the next five years? What are you going to do to achieve this? Describe a time when you have missed an important project deadline due to poor planning. What did you do? | [employee comments] |
| MANAGING DETAILS: How do you manage distractions at work? Describe a time when a project or task you were working on faced a major distraction Describe a time when you have had to multitask. How did you organize your tasks to make sure that you didn't miss any of them? | [employee comments] |
| TIME MANAGEMENT: Were there any instances where you felt that you took more time to get work done than other times? How do you react when you realize that time is running out and you are yet to finish a project? | [employee comments] |
| KNOWLEDGE MANAGEMENT: Can you think of a situation where you didn't communicate well when sharing knowledge? How did you correct the situation? How often do you encourage others to participate in networking opportunities that can assist in gaining more knowledge? | [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: |