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

An Aerospace Engineer is liable to develop jet fighters control systems, analyze new materials for the spacecraft construction or research propulsion methods for missiles. This position is fit for an expert in mechanics, thermodynamics, robotics and aerodynamics who are involved in creating and producing helicopters, military and commercial aircraft, rockets and space crafts.

The primary responsibilities include, planning and constructing a spacecraft or an aircraft from scratch, researching, planning, testing, production and analyzing any of the required areas of the construction, researching and developing design specifications and using computer-aided design software to create plans, taking part in flight test programs to measure the take-off distances, rate of climb, stall speed, maneuverability and landing capacities, resolving issues that arise during the design, development and testing processes.

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

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Emphasizes on the key vital points of a topic to ensure that the message is well understood by others.

Shows great eloquence when it comes to delivering speeches and talks.

2

PROBLEM SOLVING: Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.

Keeps things calm even when required to make quick decisions under high pressure.

Shows strong level-headedness when assessing situations and coming up with solutions.

2

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.

Takes a small part of one's day at work to talk and listen to other employees in order to help maintain a positive atmosphere

Does not judge people when they make mistakes; sympathizes with them and lets them know that one understands that the mistakes they made were only human

2

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Makes business cards and promotional materials that present one as a polished professional

Brings a cell phone or a small contacts book when attending events or meetings in order to exchange contact information with potential business partners

3

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

Analyzes the problem by researching and requesting evidence from people who have identified the problem or worked on it

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

2

APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well.

Presents a warm, unique look that attracts customers, coworkers, and staff

Wears a bright smile every day that lights up the entire company

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.

Practices a deeper level of awareness and pays attention to own actions in order to avoid damaging work relationships

Tries as much as possible to display a positive attitude even when one is feeling unhappy or stressed about a situation

3

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

Assigns team members deadlines for the projects that are much earlier than what one actually needs in order to give time for changes and other reviews

Sits down with the management team every time something new is added to the project in order to determine its verdict

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

Understands the shortcomings of failing to communicate well and looks for better communication approaches

2

MECHANICAL SKILLS: Mechanical Skills are the abilities to solve problems that arise in the workplace, although it may vary from one company to another.

Shows willingness to learn more math skills to improve on the ability to analyze problems and design solutions

Understands how to troubleshoot and maintain some tools and equipment

2

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Have you ever tried to think about what you would say from another person's perspective?

Have you ever tried to copy somebody else's way of talking and how did it turn out?

[employee comments]
PROBLEM SOLVING:

How do you manage high-pressure situations that require fast and urgent attention?

Do you research well enough to get proper facts and information?

[employee comments]
INSPIRING OTHERS:

Describe a time when you have had to give inspiration to a colleague who was constantly late at work. How did you go about it? Did the person take your advice?

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

[employee comments]
NETWORKING:

How do you make sure to keep in touch with a new contact after the first meeting?

Is there a time when you have lost a great client due to poor networking techniques? What happened? What have you done to improve your networking skills?

[employee comments]
DECISION MAKING:

Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened?

What is one of the most difficult decisions you have made in the last six months? What made it difficult and how did you go about it?

[employee comments]
APPEARANCE AND GROOMING:

What are your personal motives behind your dressing and grooming?

Are customers more attracted to your confidence, skills, and good grooming?

[employee comments]
PERSONAL RELATIONSHIPS:

Can you describe an experience that showcases your ability to work and relate well with other employees in the workplace?

Describe a time when a colleague asked you to keep something confidential. How did you go about building this trust?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Is there a time when you have faced a huge problem that could have been prevented? How did you go about solving it?

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

[employee comments]
KNOWLEDGE MANAGEMENT:

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

Can you think of a situation where you didn't comply with knowledge management standards? How did you correct the situation?

[employee comments]
MECHANICAL SKILLS:

What efforts are you making to improve your communication skills when explaining complex machines to clients?

What efforts are you making to learn more about safety requirements and legal guidelines when developing designs?

[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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