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

An Engineering Support Technician is responsible for providing enterprise-level support to clients in civil, industrial, environmental and mechanical engineering. This position assists engineers with research and development, quality control and design as well as work alongside the scientists or quality assurance inspectors.

Their primary responsibilities include following standard procedures for proper escalation of unresolved matters to the appropriate internal teams, taking ownership of customer matters stated and discerning the problems through resolution, researching, diagnosing, troubleshooting and identifying solutions to resolve customer issues, providing prompt and accurate feedback to customers, ensuring proper recording and closure of all matters reported, preparing accurate and timely reports, documenting knowledge in the form of knowledge base tech notes.

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

LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained.

Reflects appropriately to issues raised by the person who was previously talking.

Repeats what the other person was saying to ensure the information is taken correctly.

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.

Has an inquisitive nature and tries to analyze all that is happening around.

Always portrays enough knowledge of the problem and its feasible solutions.

2

TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system.

Assesses the various options until the cause of the problem is identified.

Knows how to establish and maintain personal networks and relationships that are useful in troubleshooting.

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.

Recognizes employees who go above and beyond the call of duty to get things done, in order to encourage them to continue working hard and incentivize others to take the initiative

Expands one's horizons further than before while thinking about the impact one's actions will have on those around

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.

Enjoys working with others on different projects to bring out the potential within

Respects the opinions of others without interfering, using what is beneficial only

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.

Helps other employees in their tasks or projects in order to improve own professional skills and create a more connected working relationship

Introduces oneself to colleagues at social work events such as retreats, holiday parties, and conferences in order to know them better

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.

Takes the time to clearly define the problem instead of jumping into solution mode immediately

Checks to see what issues are likely to happen with high impact to the project and develops contingencies for them

3

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.

Completes tasks on time, avoids time wasters and establishes appropriate priorities

Balances the speed of delivering work with quality and shows commitment to make improvements in both aspects

2

CUSTOMER SERVICE: Customer Service is the ability to cater for the needs of the client by providing excellent customer service without compromise.

Seeks assistance when handling customers with special needs and works well with most customers

Makes efforts to follow up with most customers to ensure they are satisfied

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

Shows willingness to learn how to use computer aided design technologies

2

Self Evaluation

Self Evaluation Question

Employee Comments

LISTENING SKILLS:

How well can you rate your listening ability skills when having a conversation?

Do you in most cases ask relevant questions when having a conversation?

[employee comments]
PROBLEM SOLVING:

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

Are you in most cases conversant with what the problem is before you solve it?

[employee comments]
TROUBLESHOOTING:

Give an instance you tried to troubleshoot, and you were not successful.

Have you ever sought help when you were stuck at a given point and what new thing did you learn?

[employee comments]
INSPIRING OTHERS:

People observe what you do more than they listen to how you speak. How do you ensure that your actions inspire others at work?

Is there a time when you have had difficulties getting a colleague to accept your advice? What was your approach?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Are you a good team player who does not choose which team to join?

Are you available when your colleagues need you to help them?

[employee comments]
PERSONAL RELATIONSHIPS:

Describe a time when you were successful in building a relationship with a difficult person at work. How did you go about it?

Describe a time when you have met resistance while trying to build a relationship with a colleague. How did you deal with it?

[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

When hiring employees, how do you make sure that they are the best fit for the position at hand?

[employee comments]
TIME MANAGEMENT:

Do you plan your time and evaluate how you use it periodically when working on a project?

How do you react when you realize that time is running out and you are yet to finish a project?

[employee comments]
CUSTOMER SERVICE:

Are there any instances where customers asked irrelevant questions? How did you handle such customers?

Are there any instances where you delayed responding to a customer and did you give any explanations for the delay?

[employee comments]
MECHANICAL SKILLS:

What efforts are you making to improve your ability to identify a wide range of symbols on drawings and blueprints?

How often do you undergo training on using computer aided design to enhance your ability to design machines?

[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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