Use this step by step explanation to craft a good employee performance feedback review for a process planning engineering technician. Find the right words with quality phrases.

A Process Planning Engineering Technician is responsible for developing and testing solutions to solve any technical problems that occur in research and development, manufacturing, sales, construction, inspection, and maintenance. This position also assists engineers, inspects products, collects data and conducts any tests.

The primary roles for this position includes performing extensive research and development during creation phase of product, checking products and processes for any flaws and identify areas of improvement, assisting engineers and scientists to create, modify and test products and processes, create solutions to complex technical problems in a variety of industries, to prepare tests and to collect accurate data, to develop and to conduct experiments.

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

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.

Always asks the right questions and raises any relevant issue when necessary.

Creates opportunities to evaluate and implement the decisions that are arrived at properly.

2

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

Leaves blanks spaces in a business card just in case a new contact needs to jot down additional information about what one does

Takes a close look at the resources and network that one already has in place and creates new opportunities from them

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.

Dresses the part to create both personal and corporate confidence

Determined to keep the workplace a happy and respectable dwelling

2

DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work.

Maintains a strong personal commitment to the company's goals all the time

Focuses on innovating new ideas on how to do more tasks easily

2

EQUAL OPPORTUNITY AND DIVERSITY: Equal Opportunity and Diversity means having employees from a wide range of background that includes different ages, gender, ethnicity, sexual orientation, religious belief, educational background, physical ability and treating them equally.

Works hand in hand with the colleagues to understand and appreciate different cultures and their way of doing things

Offers equal help to any colleague who needs assistance in completing tasks

3

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

Figures out ways to know if one is right about a certain observation on a person's behavior in order to avoid drawing false conclusions

Keeps one's policies within reason and gives upper-level employees freedom to perform tasks their own way

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.

Abstains from distractions such as social media or personal messaging in order to concentrate on the assigned task

Breaks daily duties down into micro tasks and resists the urge to tackle everything all at once

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

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Asks team leaders to report how their teams contribute to the mission and which mission-related goals could make the teams more effective

Identifies the core competencies that one will require and begins to develop those competencies in order to be better positioned for the markets in the future

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

Demonstrates willingness to learn how to read machine prints and diagrams

2

Self Evaluation

Self Evaluation Question

Employee Comments

PROBLEM SOLVING:

How well do you accommodate other people ideas and opinions when trying to solve a problem?

How well are you keen on everything that is happening around you?

[employee comments]
NETWORKING:

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

What do you do when a client turns you down or shows no interest in what you have to offer? Give two examples of when this happened

[employee comments]
APPEARANCE AND GROOMING:

What are your personal motives behind your dressing and grooming?

Are you able to tell others to present themselves professionally without feeling guilty of doing the opposite?

[employee comments]
DEDICATION TO WORK:

Do you show up daily for work or you give excuses to be absent?

Do you seek new opportunities to make you grow or you are not open minded?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Do you have weaknesses that showcase as you deal with others?

Are you accommodating to other people who are of a different race, age or color?

[employee comments]
MONITORING OTHERS:

How do you create a clear explanation of policies for the employees?

How do you access an employee's accountability? How do you deal with an employee who doesn't deliver their work on time?

[employee comments]
ROLE AWARENESS:

What have you done to help team members become more aware of their roles in a team project?

How have you helped new and underperforming employees become more aware of their positions in the department or 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 test a new software in order to make sure that it does not have hidden issues?

[employee comments]
LONG RANGE PLANNING:

How do you make sure that your long-term goals do not conflict with your short-term goals?

How have you helped your team members meet their long-term goals? How has this benefited the company at large?

[employee comments]
MECHANICAL SKILLS:

What are you doing to improve your math skills and apply them in analyzing problems and designing solutions?

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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