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

A development engineer conceptualizes and designs manufactured goods to meet the goals of the company and the needs of the clients. He/she is in charge of the design team and the testing procedures as well as drafting manufacturing specifications, creating samples, and fine-tuning designs in readiness for production.

Other duties include conveying specifications of the designed projects for manufacturing purposes, improving development processes, finding ways to improve existing products in quality and performance, in charge of new products development processes, managing intellectual property by avoiding infringing patents and submitting patents for protection, keeps tab on market intelligence to design products that meet the desired specifications by customers and to develop methods required in development of new products.

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

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Plans, manages, and coordinates both internal and external resources in order to identify problems or accomplish tasks within the given deadlines

Responds to and anticipates customers' needs in a timely, courteous and professional manner regardless of the customer's attitude

2

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Allows employees to be critical about ideas and suggests solutions to expand an idea

Creates a constructive environment to explore the situation at hand and weigh up one's own options

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.

Chooses own words carefully and restrains from making any demoralizing statements that call the employees intelligence into question

Makes sure that the feedback does not embarrass the other person or make them feel bad about it

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.

Always ready to jump in and get the project done as expected

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.

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

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Apparently, communicates the standards and expectations regarding ethical behavior in the workplace

Provides ongoing coaching to employees that increase their awareness on the importance of professional treatment in the workplace

2

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

Puts one's own needs aside and constantly focuses on the other person in order to observe them

Takes note of a person's clothing in order to know their culture, image, or style

3

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Writes notes of appreciation to employees who are doing exemplary work, makes positive contributions and goes beyond the call of duty

Participates in activities that do not involve work with other employees in order to establish more connection at work

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 breaks as a time to socialize with other employees as a way to engage own brain with something other than work

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.

Looks for changes that affect the requirements of the project and finds a solution as first as possible in order to keep the projects going

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

2

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF COMPANY PROCESSES:

How do you prioritize customer's issues in order to ensure that service is provided to the customers even during critical periods?

How would you respond to a new employee who shows an unwillingness to learn the company process? What would you do to help them?

[employee comments]
DECISION MAKING:

Describe a time when you have had to be relatively quick in coming to a decision. What was the outcome?

What is one of the most difficult decisions you have made in the last six months? What made it difficult and how did you go about it?

[employee comments]
GIVING FEEDBACK:

Describe a time when you have helped an employee accept change and make adjustments necessary to move forward. How did you go about it?

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

[employee comments]
DEDICATION TO WORK:

Do you give all the tasks provided your utmost attention or do you overlook details?

Are you willing to change in areas that are not too impressive?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Do you value people for their intrinsic worth or because of what they do?

Do you make friends depending on how well they work with you or who they are?

[employee comments]
ETHICAL BEHAVIOR:

Do you keep your word at all time or do you fail to be honest?

Do you give honor where it's due or do you withhold it from those who have done well?

[employee comments]
MONITORING OTHERS:

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

Is there a time when you have had changes in monitoring policy? What have you done to make sure that employees are aware of changes in the monitoring policy?

[employee comments]
PERSONAL RELATIONSHIPS:

Describe a time when you have been able to address an angry customer and build a great relationship. What was the problem and how did you handle it?

How do you make sure to keep the existing relationships with other employees and customers strong every single day?

[employee comments]
ROLE AWARENESS:

Describe a project that failed because you were not aware of your role in it. How did you go about 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:

Describe a time when you have been able to see a huge future problem. What made this possible and how did solve it?

How have you helped employees who are behind schedule to improve their performance and meet deadlines?

[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: