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

The Quality Assurance Head of Department plays a very crucial role by overseeing all the quality assurance rules within an organization are strictly adhered to and ensuring all the products meet a certain standard of quality. This position plans, directs, coordinates and oversees the quality assurance programs and control policies.

The primary responsibilities include developing and monitoring all the quality control programs in the organization, administering quality assurance management systems, evaluating and improving the quality control processes, identifying errors and areas of improvement, defining quality control policies, analyzing specifications and statistical data, continuously improving upon Quality Control processes, scheduling equipment testing and maintenance, ensuring all the equipment in production is working properly.

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

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.

Writes and presents information in a concise manner and tailors communication to diverse audiences

Initiates collaboration with other employees, shares all relevant information with them when performing a task, and assists them in setting goals

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.

Asks one's boss for more responsibilities in order to broaden one's skill set and keep one stimulated and motivated to work

Changes up own routine with a new, fun hobby in order to release tension after work

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.

Evaluates the risk associated with each suggested alternative before making a decision or coming to a conclusion

Supports other employees proposals, during a group's decision-making process, and tries to find ways to make them work

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.

Thinks about what needs to be addressed, why it should be addressed, and what concrete steps can be taken to move forward

Checks own temper and waits until one has cooled down in order to deliver more measurable feedback

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.

Uses specific and deliberate exercises to strengthen the team further

Structures the assignment and projects to further strengthen teamwork among the employees

3

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Compares a person's baseline reading with a later behavior in order to get a clue on what they might want to hide or how they express their true feelings

Asks for tangible evidence and details of results on what a person has been working on

2

ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently.

Arrives early enough in order to take care of some of the little things, like settling in, before starting time

Marks positive changes in own performance in order to implement them further and identifies areas that need improvement

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

DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period.

Tells a friend or other employees about a deadline in order to feel motivated to complete it on time

Completes a portion of the task and shares it with the person who assigned it in order to get valuable feedback

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.

Uses effective search strategies to look for new sources of knowledge and information relevant to a given task

Shows willingness to share own knowledge and makes contributions to team knowledge resources

2

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF COMPANY PROCESSES:

Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome?

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]
MOTIVATING OTHERS:

What types of tasks or projects do you enjoy doing the most? Why?

What qualities do you prefer in a supervisor? Can you describe a time when you worked with someone like this?

[employee comments]
DECISION MAKING:

Is there a time when you have had to deal with a difficult customer? If yes, explain how you went about deciding on what strategy to employ when dealing with the customer

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?

What are some of the things you have done to develop the skills of other employees and make them more productive?

[employee comments]
LEADERSHIP SKILLS:

Are you reliable to answer the employees? questions without lying?

Do you reprimand your employees or discuss situations with them?

[employee comments]
MONITORING OTHERS:

What are some of the monitoring policies you have in your company? How do you make sure the employees follow the policy of timekeeping?

How do you make sure that monitoring does not kill employees morale or make them nervous?

[employee comments]
ROLE AWARENESS:

Describe a project that required you to demonstrate role awareness. What was your role and what was the outcome?

How many hours a week do you set aside for improving your professional skills that make you more aware of your position in the company?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Is there a time when you have met resistance while trying to implement a solution to a future problem? Describe the situation

How do you set projects deadlines and milestones to make sure that employees meet them successfully?

[employee comments]
DEADLINES - ON TIME:

Is there a time when you have failed to meet an important deadline? What was the problem and how did you go about it?

Which is one of the most difficult projects you have ever done? What made it difficult and how did you go about making it a success?

[employee comments]
KNOWLEDGE MANAGEMENT:

What are you doing to improve your capabilities of reviewing knowledge requirements for new tasks?

What efforts are you making to look for new ideas that can assist you in improving your knowledge capabilities?

[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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