Use this step by step explanation to craft a good employee performance feedback review for an aesthetic quality control engineer. Find the right words with quality phrases.
An Aesthetic Quality Control Engineer is liable for the final appearance of the product including lighting, look color perception, quality, etc. This position is available for various industries with each defining it according to their tasks. Though it seems like a very simple task, it has a wide variety of tasks to major on that are difficult to cover.
The roles for this position are balancing the lighting in an instrumentation panel display, balancing the color knowledge of each material used in the assembly or production of the company's products, monitoring the visual aspect matters in the daily production unit, putting the business's control measures in place so that there is compliance.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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. | Allows the speaking party to finish talking before asking questions. Shows great attentiveness when being addressed by the other party. | 2 |
| ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws. | Gives other people the work to proofread before presenting it. Tries to emphasize accuracy to those he or she works with and sets a goal standard for accuracy levels. | 2 |
| JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion. | Creates time to research possible logistical or legal problems associated with a new company policy before implementing it Avoids snap judgment and decisions; takes the time to jot down potential solutions to situations before making a call | 2 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Keeps all commitments and works with coworkers to help them keep theirs Demonstrates solid performance consistently in all aspects of work done | 3 |
| 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. | Reliable to be available when needed by the coworkers to help complete tasks Appreciates and provides honest feedback both to the management and the employees | 2 |
| 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 |
| SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future. | Develops multiple possible ways to prevent the problem in order to come up with the right one 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 |
| BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace. | Relies on tested and proven forecasting tools to predict future trends Makes some efforts to surveys competitors to find out what is making them thrive | 2 |
| TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually. | Advocates for the use of modern electronic devices that can assist in sharing and storing data more efficiently Seeks assistance when faced with problems related to operating modern electronic devices | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: Give an instance that you have been defensive during a conversation. How did it turn out? Do you always seek for clarification on issues you do not understand when conversing with someone? | [employee comments] |
| ACCURACY: Are you keen when it comes to gathering data and information? How do you do your research and do you use factual data and information while doing any task? | [employee comments] |
| JUDGMENT SKILLS: Can you give two examples of situations where you have used logic and good judgment in solving a problem? How did you go about it? In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines? | [employee comments] |
| DEPENDABILITY: Do you give excuses instead of doing what is right? Do you finish all your projects and tasks within the allocated time? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Do you have weaknesses that showcase as you deal with others? Do you make friends depending on how well they work with you or who they are? | [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 make sure that monitoring does not kill employees morale or make them nervous? | [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] |
| TIME MANAGEMENT: Can you point out the things distracted you from delivering work on time? Do you make your schedules flexible enough to accommodate emergencies? | [employee comments] |
| BUSINESS TREND AWARENESS: What strategies are you using to get the latest information about current trends? Do you encourage your colleagues to attend conferences and local events that provide networking opportunities with other professionals? | [employee comments] |
| TECHNOLOGY SAVVY: Are you making any efforts to learn how to keep mobile devices and computers free from unauthorized access? How often do you encourage colleagues to use computers to execute repetitive, multiple, and complex tasks more efficiently? | [employee comments] |
Summary |
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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: |