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

A Process Quality Engineer is liable to monitor and audit the quality of all manufactured goods in a variety of industries like textile, clothing, food, electronics industries. This role not only finds defects but also locates the cause of the error and develops a solution.

The functions of this position includes monitoring, testing and inspecting products to ensure they meet the specified standards, tests products to determine how long they will last, examines product materials, mechanics and electrical systems, verifies product dimensions, color, texture, and strength to locate imperfections, checks levels of liquids and gases, confirms that parts move correctly and tests the proper fit of components, designs systems by which production quality can be tested in an ongoing process, working with the production group to implement any new testing criteria or assembly methods.

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

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.

Steps back after giving the advice in order to allow others to make their own decisions or discuss important issues

Makes sure that everyone understands all the assignments and the deadlines when working with a team to avoid confusion

2

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

Dresses well, looks sharp and conducts oneself respectfully in order to make a good first impression when meeting potential business partners

Uses professional language when interacting with online and physical clients

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.

Delivers negative feedback in a tactful and assertive manner yet in a straightforward way

Gives objective and forward moving feedback that motivates and inspires the other person to perform better

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.

Helps those who require assistance without checking their age, race, color or position

Does not fight for self-acknowledgement rather wants group acknowledgment for any project completed

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.

Quickly adapts to new surroundings and changes though many find it hard to adjust

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 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

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

Encourages constructive feedback from employees in order to know what is happening on the ground

2

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Participates in ongoing educational opportunities or professional development programs in order to improve own personal and professional skills

Actively checks the provided information for accuracy and consistency before using it in order to reduce uncertainty

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.

Relies on sketches, verbal instructions, and notes to complete project designs

Understands how to troubleshoot and maintain some tools and equipment

2

Self Evaluation

Self Evaluation Question

Employee Comments

INSPIRING OTHERS:

What are some of the things you have done in the past to improve your ability to inspire others at work?

Give a good example of a time when there was a conflict in your team, but you were able to fix it. What had happened? What did you do?

[employee comments]
NETWORKING:

What qualities do you look for in professionals when networking?

How have you helped your networking partners to get to know each other and help each other out?

[employee comments]
GIVING FEEDBACK:

Describe a time when you have had to deal with an employee who was not happy about the feedback you had given. How did you handle the situation?

How do you recognize and motivate employees who have constantly demonstrated excellent performance at work?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

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

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

[employee comments]
FLEXIBILITY:

Are you adaptable to a new working environment with new people?

What areas are you supposed to work on to become better?

[employee comments]
MONITORING OTHERS:

Is there a time when you felt your monitoring system is not giving you what you expected? What did you do?

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 things have you done to improve your knowledge of your position in the company? How has this benefited the company?

In your opinion, do you think it is important for employers to develop ways to help employees become more aware of their positions it the company? Explain

[employee comments]
SEEING POTENTIAL PROBLEMS:

Describe a solution that was implemented primarily due to your ability to see potential problems. What was the problem?

How do you test a new software in order to make sure that it does not have hidden issues?

[employee comments]
MANAGING DETAILS:

How do you manage distractions at work? Describe a time when a project or task you were working on faced a major distraction

If a project is not due for several weeks, when do think it's the best time to start working on it and why?

[employee comments]
MECHANICAL SKILLS:

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

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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