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

A process control engineer is responsible for maintaining or creating automation processes in mechanical and chemical industries. He/she ensures that processes at manufacturing plants occur as planned and helps to improve the efficiency of processes by implementing or creating new strategies as well as managing control processes.

Duties in this position include designing, testing, troubleshooting, and supervising the implementation of new processes, designing and installing retrofits in existing control systems, troubleshooting hardware and software problems in existing systems, designing and maintaining quality of the manufacturing plants? control system, take part in automating unit processing, ensuring that there are well-established process controls and to monitor the control processes find out if they need improvement.

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

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.

Shows good critical and logical thinking capabilities when trying to find solutions.

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

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.

Enjoys working as a team creating a team spirit that works best in delivering expectations

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

2

COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner.

Volunteers a few hours a week with a community association in order to gain valuable experience that can be used in the workplace

Grabs every opportunity that helps in getting noticed at work as this is a great step to building a professional competitive reputation

2

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.

Uses downtime to prepare for future tasks, catch up on backlogs or as a time to do simple or easy tasks

Keeps a daily log of own goals for a given day in order to evaluate progress and see what one has actually achieved

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

Implements one-on-one meetings with the team members in order to increase transparency in communication and solve problems before they occur

3

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

Gathers information about what consumers want and makes efforts to make it available

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.

Demonstrates willingness to learn how to work more efficiently any time from different sites and on different devices

Encourages use of computers to execute repetitive, multiple, and complex tasks efficiently

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

Understands how to troubleshoot and maintain some tools and equipment

2

Self Evaluation

Self Evaluation Question

Employee Comments

TROUBLESHOOTING:

Give an instance you had to troubleshoot a problem, and you succeeded. What did you do?

Give an instance you failed to deliver a task you had been given by a client. How did you resolve it?

[employee comments]
NETWORKING:

Which methods have you used to find new business connections? Why? Which one of these methods have you found to be the most effective?

Is there a time when you have lost a great client due to poor networking techniques? What happened? What have you done to improve your networking skills?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Do you play the role of a peace ambassador in the workplace or you enjoy stirring conflicts?

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

[employee comments]
COMPETITIVENESS:

What is one thing you would like to improve about yourself in order to be more competitive at work?

Mention a time you made an intentional effort to get to know someone from another culture. What was the result?

[employee comments]
MONITORING OTHERS:

What are some of the monitoring policies you have in your company? How do you make sure the employees follow the policy of timekeeping?

How do you make sure that monitoring does not kill employees morale or make them nervous?

[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?

How have you helped new and underperforming employees become more aware of their positions in the department or company?

[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]
BUSINESS TREND AWARENESS:

Can you think of any business trends that you predicted accurately?

Can you think of a new trend that caught you unawares and how did you respond?

[employee comments]
TECHNOLOGY SAVVY:

What efforts are you making to improve your capacity to work anytime from anywhere and on any device?

Have you ever advocated the use of modern electronic devices 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?

How often do you rely on sketches, verbal instructions, and notes to complete project designs?

[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: