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

The Quality Assurance Director is responsible for assuring quality processes and products through establishing and enforcing quality standards, testing materials and products.

Other important responsibilities include developing standards, for the disposition of the finished product by devising evaluation tests, methods and procedures, establishing raw material standards by studying manufacturing and engineering requirements, maintaining product quality by enforcing quality assurance policies and procedures as well as all the government requirements, creating the product quality documentation system by writing and updating quality assurance procedures, contributing effort to the team by accomplishing related results as required, maintaining quality assurance staff jobs results by coaching, counselling and disciplining employees.

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

WRITING SKILLS: Written Communication involves the interaction that makes use of the written word with precision and logic making it the very common form of business communication.

Ensures to counter check the work once finished to correct wrong punctuations, spellings, and incorrect grammar.

Writes content comfortably using different linguistic languages to reach more audience.

2

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Proposes different ways to do things and understands the value of other ideas and ways of doing things

Understands the general environment in which the company operates and respects its Code of Conduct, values, and networks

2

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Sets a date for a review period where one can examine a decision and improve upon it

Generates a number of options in order to dig deeper into the situation at hand and look at it from different angles

2

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Delivers negative feedback in a tactful and assertive manner yet in a straightforward way

Offers the employee with training and provides more frequent direction in order to help them improve on weak areas

2

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Great at training employees and directs them to use their strength to better their performance

Fast in solving problems and difficulties that occur along the way

3

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.

Sets very high expectations that challenge the team to think creatively outside the box

Motivates and encourages the team to take responsibility for their performance

2

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Writes notes of appreciation to employees who are doing exemplary work, makes positive contributions and goes beyond the call of duty

Shares information or content with others that is directly related to their work in order to help improve their professional skills

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.

Regularly checks the progress of own goals in order to stay on track and know whether or not to tweak own actions

Writes specific objectives in order to flesh out own goals and identify what one wants to accomplish

2

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Asks team members to paraphrase their understanding of the project and their roles in it as well as the consequences of not completing it

Encourages constructive feedback from employees in order to know what is happening on the ground

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.

Does not let other employees waste own time with gossip; sets boundaries at work in order to complete the assigned work correctly and on time

Compares finished work or observations to the expected results in order to find inconsistencies

2

Self Evaluation

Self Evaluation Question

Employee Comments

WRITING SKILLS:

What is your best and worst piece of writing? Explain your answer.

How many books have your read so far and what is your preferred genre of writing?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you manage a project plan, set timelines and milestones, and involve team members in order to deliver on time?

Is there a time when you have encountered a problem due to lack of knowledge of your company processes? How was the problem solved?

[employee comments]
DECISION MAKING:

Can you describe a time when you have had to postpone a project because you did not have the right information to come to a good decision?

What are some of the things you are doing or have done to improve your decision-making skills?

[employee comments]
GIVING FEEDBACK:

How have you handled an employee whose work is not up to the company's expectations?

When do you give positive feedback to your employees or subordinates? Give an example of the last time you did

[employee comments]
MANAGEMENT SKILLS:

What role have you played in your team and their success?

Have you been able to create agreement and a shared purpose in your team without a difference in opinion?

[employee comments]
LEADERSHIP SKILLS:

Are you interested in the growth of the team and the profitability of the company as well?

Do you reprimand your employees or discuss situations with them?

[employee comments]
PERSONAL RELATIONSHIPS:

Describe a time when you have been able to address an angry customer and build a great relationship. What was the problem and how did you handle it?

What have you done to improve the relationship between you and your bosses? How has this relationship benefited your career?

[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]
SEEING POTENTIAL PROBLEMS:

Describe a time when you have been able to see a huge future problem. What made this possible and how did solve it?

What are some of the project management tools, if any, that you have used to determine the future of your project?

[employee comments]
MANAGING DETAILS:

How do you make sure that you have all the necessary tools before starting a project or task?

How do you organize your tasks to know which one comes first and what follows next? What tools, if any, have you used?

[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: