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

An engineering technician has training and education of engineering but works under the supervision of a professional engineer. They work in a broad range of fields including manufacturing, industrial, construction, and laboratory among others.

He/she has other responsibilities including working together with professional engineers in the research and development to inform new projects. They assist in improving processes and designs. Besides, they work as quality assurance supervisors in science-related projects. They are also involved in solving technical problems specific to different engineering projects. Lastly, some may be included in the development of concepts and prototypes for new products in manufacturing industries.

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

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.

Expresses openness and candidness when responding to what other have said.

Repeats what the other person was saying to ensure the information is taken correctly.

2

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Researches how to run an effective meeting and shares the results with the meeting convener or facilitator

Develops a vision statement that reiterates the importance of collaboration, shared values, and inclusion in the workplace

2

FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large.

Breaks larger groups into smaller groups in order to encourage adequate participation and allow every member to interact

Arrives at the meetings early in order to create a warm environment and show others that one is serious and ready to discuss

2

DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution.

States own needs clearly and assertively without giving the other person the opportunity to twist or manipulate one's words

Sticks to the facts without feeling the need to explain oneself; states a clear narrative that isn't bogged down with too much detail or emotion

3

PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace.

Ability to lead others in setting personal goals that all result in accomplishing the company goals

Takes work very seriously and gives no excuse to be absent

2

POTENTIAL FOR ADVANCEMENT: The potential for Advancement is the ability to make something better by being more skillful, more efficient, and more useful to produce high-quality results.

Shows great confidence in the ability to meet the challenging set targets

Helps weak employees meet their goals and beat deadlines with ease

2

PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish.

Constantly pursues learning opportunities training, seminars or workshops in order to improve one's personal and professional skills

Seeks feedback from other employees; communicates one's areas of strengths and works closely with one's superiors to identify development needs

3

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

Lets employees and colleagues know what is going on behind the scenes in order to help them prepare for changes

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.

Asks own bosses for regular performance feedback or suggestions for improving own efficiency and productivity

Uses appropriate tools to check and ensure that all parts of a task or project are complete before submission

2

TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier.

Makes effort to participate in online tech communities that consist of technology savvy individuals sharing technology ideas

Encourages colleagues to utilize the power of virtual workplaces to save on time and money

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?

What are some of the distractions that you have that prevent you from having a good conversation with someone?

[employee comments]
COLLABORATING WITH OTHERS:

Can you describe a situation where you had to compromise or help others to compromise? What steps did you take?

Can you describe the most disappointing team experience you have ever had? Is there anything you could have done to prevent it?

[employee comments]
FACILITATION:

Describe the technique you have used to assign roles to group members. How have you found the technique effective?

How do you encourage group members to stay motivated when there is work pressure?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Is there a time when you have had to respond to an unhappy customer? How did you deal with him/her?

How would you deal with a team member in your group who constantly talks more than all the others? Is there a time when this ha happened at work?

[employee comments]
PERSONAL GROWTH:

Do you make an immediate corrective action based on the coaching or feedback you receive?

What changes do you need to inject in your personal goals to make you better?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Are you part of the accomplishers or losers who contribute to the company's losses?

Do you set goals or have a workable plan that you follow through with?

[employee comments]
PERSONAL DRIVE:

What personal and career goals have you set for yourself? What are you doing to make sure that these goals are accomplished?

Can you think of a time when the events or actions of a colleague adversely affected your personal drive? How did you cope with that?

[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:

Describe a project that demanded accuracy from you. How did you go about it and what are some of the challenges you faced?

How do you organize your tasks to know which one comes first and what follows next? What tools, if any, have you used?

[employee comments]
TECHNOLOGY TREND AWARENESS:

How often do you encourage colleagues to use the internet to search for information easily?

How often do you encourage colleagues to use of artificial intelligence to execute repetitive, multiple, and complex tasks more efficiently?

[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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