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

A Test Engineer is liable for planning, designing and evaluating new software products and systems as well as collaborating with production management. This position works closely with software developers and program managers to ensure all bugs are ironed out before the product is out for sale.

Essential roles for this post includes testing all aspects of the product like the component or function, system, performance, regression, and service, thoroughly testing goods and systems to ensure its functions properly work and meets the business needs, providing feedback on usability and serviceability, tracing the result to quality risk and reporting it to concerned people, working with the development team to identify and capture test cases, ensuring version management, designing test plans, setting up test environments.

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.

Communicates or articulates issues in an obvious and concise way that people can easily understand.

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

Takes on more work than one needs to and helps other employees with their work when one can

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

Balances the amount of talking one does with the amount of talking the other person does, in order to know when to ask questions, while networking

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.

Submits both to the management and coworkers giving everyone an easy time

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

2

FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance.

Handles each task with ease no matter how difficult the situations are

Very flexible in times of immediate change or urgent project deliveries

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

Keeps employees accountable by regularly having conversations about how their goals are progressing

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.

Uses time wisely in order to reduce the risk of mistakes that come from squeezing too much work into too little time

Anticipates setbacks beyond own control and is able to plan around them when they repeat themselves

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.

Uses project management systems that provide resource visibility and forecasting tools in order to reduce schedule thrash ultimately

Regularly checks in with team members either in person or by phone in order to see how things are going and address issues

2

TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier.

Advocates for implementation of modern technologies that can assist in sharing and storing data more efficiently such as cloud storage

Constantly uses modern communication trends such as instant messages and video conferencing

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.

Understands most machining and fabrications processes and shows awareness of most stages of projects

Makes effort to complete tasks that have cost restraints and meets most deadlines

2

Self Evaluation

Self Evaluation Question

Employee Comments

PROBLEM SOLVING:

Give an instance you solved a problem, and it was successful.

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

[employee comments]
INSPIRING OTHERS:

What are some of the books you have read, places you have been or things you have done that have inspired you the most?

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

[employee comments]
NETWORKING:

Describe a networking event that changed your career life. What was the event about? What happened?

What value have you added to the new connections you have made? How do you make them feel part of your team?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Are you lost in your world such that you don't care about others?

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

[employee comments]
FLEXIBILITY:

Are you flexible enough to take on new urgent tasks that do not originally belong to you?

Do you handle all tasks with the seriousness they deserve do you take some for granted?

[employee comments]
MONITORING OTHERS:

How do you make sure the other person doesn't know you are observing them?

Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why?

[employee comments]
ROLE AWARENESS:

Describe a time when you have had to adapt to a difficult situation. What made the situation difficult and how did you manage it?

Describe a time when you have faced challenges that hindered you from becoming more aware of your role in a certain goal. How did you overcome them?

[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?

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

[employee comments]
TECHNOLOGY TREND AWARENESS:

What efforts are you making to implement the use of virtual reality techniques to improve training and engagement?

Have you ever advocated for the implementation of modern technologies that can assist in sharing and storing data more efficiently?

[employee comments]
MECHANICAL SKILLS:

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

What are you doing to improve your ability to identify weaknesses and potential design improvements in mechanical tools and equipment?

[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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