Use this step by step explanation to craft a good employee performance feedback review for a food technician. Find the right words with quality phrases.
A Food Technician assists the food scientists with research by testing and examining food products while ensuring that the food is compliant with the Food and Drug Administration as well as help in improving the food products on the market. This position also develops better methods to package foods and helps discover ways to process foods that preserve the nutrient levels.
The primary responsibilities include improving food quality, ordering supplies as well as keeping, conducting tests to detect the coloring, nutrients, moisture levels and other portions of the food items, analyzing tests results and compiling presentations on the material, monitoring the use of additives.
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. | Maintains eye contact when listening to the other party that is talking. Interrupts conversations politely and respectably before expressing views and ideas. | 2 |
| 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 Listens to different points of view of a given issue, identifies main negotiation points and promotes mutual understanding | 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 Respects the opinions of others without interfering, using what is beneficial only | 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. | Holds a solid reputation for being an equitable leader who treats everyone with respect Listens carefully to employee's concerns and takes corrective actions where warranted | 3 |
| 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. | Joins associations with like-minded professionals to help create relationships that can help tap new, exciting ideas into the business Seeks out opportunities for growth and expanding self horizons in order to have more to offer 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 time wisely in order to reduce the risk of mistakes that come from squeezing too much work into too little time Works backwards from the deadline in order to see how tweaking daily micro tasks could increase chances of meeting own goals even further | 2 |
| 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. | Knows what has to be done and what should not be done Makes commitments to estimate the time required to complete a project | 2 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Makes efforts to redesign programs to ensure they better fit with different cultural practices and beliefs Encourages others to appreciate and experience different ways of doing and seeing things | 2 |
| PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level. | Encourages automation of manual processes to enhance efficiency and accuracy Encourages parallel processing of related processes to improve process efficiency | 2 |
| RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business. | Uses existing data collections tools to gather data when conducting a research Makes effort to identify ideas and concepts that are relevant to a problem | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: Have you ever been interrupted by a speaker in the middle of a conversation? Do you in most cases ask relevant questions when having a conversation? | [employee comments] |
| KNOWLEDGE OF COMPANY PROCESSES: Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome? 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] |
| 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] |
| ETHICAL BEHAVIOR: Have you acquired a relationship of trust with other co-workers and management? Are you most likely to bend the truth to protect yourself? | [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] |
| ROLE AWARENESS: What have you done to help team members become more aware of their roles in a team project? How have you helped new and underperforming employees become more aware of their positions in the department or company? | [employee comments] |
| TIME MANAGEMENT: Can you point out the things distracted you from delivering work on time? Is there a time you had to seek assistance from another person to solve a problem quickly? | [employee comments] |
| INTERCULTURAL COMPETENCE: What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs? Are you actively involved in professional development courses and forums that enhance intercultural competency? | [employee comments] |
| PROCESS IMPROVEMENT: What efforts are you making to implement parallel processing of related processes? How often do you eliminate steps that are of no value in a process? | [employee comments] |
| RESEARCH: Have you ever failed to communicate the purpose and outcomes of a research clearly? How did you correct the situation? How often do you employ logic and reason when determining the merits of an argument? | [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: |