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

A systems integration engineer is responsible for developing and managing the engineering of a prototype build and also creates models and algorithms applying performance data to evaluate potential system operation. He/she integrates with hardware OEM/ODM and vendors of chipset and acts as the main contact for resolving technical issues.

Other responsibilities of a professional in this capacity include upgrading new fields and integrating them into third party systems within the customer environment, participate in product development and integrate as well as evaluating new systems. He/she also prepares the test equipment and maintains a record of the test data. Finally, he/she supports the integration of systems at third party labs.

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.

Reflects appropriately to issues raised by the person who was previously talking.

Interrupts conversations politely and respectably before expressing views and ideas.

2

SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds.

Clearly marks a potential safety concern by placing an appropriate visible sign in a place where the potential hazard could occur

Keeps employees informed about injury and illness statistics, safety inspections, and other safety-related issues

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

Deals with disagreements by finding common ground and handles situations that could lead to potential arguments assertively

2

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Vocalizes own strengths, successes, and previous experiences, when having a meeting with other business associates and professionals in order to impress and make new connections

Brings a cell phone or a small contacts book when attending events or meetings in order to exchange contact information with potential business partners

3

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Listens to counsel regarding set goals and lays down the best strategies to meet them

Establishes a plan that facilitates timely reports at the culmination of long projects

2

COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition.

Highly efficient timekeeper ensuring projects are delivered within the set deadlines

Very open to correction and communication both from coworkers and management

2

CREATIVITY: Creativity is the skill of turning new and imaginative ideas into reality through the ability to perceive the world in new ways, find hidden patterns, make connections between unrelated phenomena and generate solutions.

Takes calculated risks on the understanding of technology and how to use it

Expert at taking creative ideas and changing them into workable solutions

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.

Able to set as well as meet both personal goals and performance goals

Helps weak employees meet their goals and beat deadlines with ease

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.

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

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

Shows willingness to learn new technology trends and asks for assistance when faced with problems related new technologies

2

Self Evaluation

Self Evaluation Question

Employee Comments

LISTENING SKILLS:

How do you give your feedback and does it have any value?

Do you always seek for clarification on issues you do not understand when conversing with someone?

[employee comments]
SAFETY AT WORK:

How do you set your company's safety rules? How do you make sure that every employee follows these rules?

Can you describe a time when you missed an incident of serious negligence? What happened?

[employee comments]
FACILITATION:

What methods of communication have you used to pass information to group members?

What are some of the methods you have used to solve conflicts in your group?

[employee comments]
NETWORKING:

What qualities do you look for in professionals when networking?

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]
DEVELOPING OTHERS:

Are you reliable to train and coach the employees to produce a better workforce?

Do you rely on personal knowledge or do you get more knowledge from others?

[employee comments]
COOPERATION WITH COLLEAGUES:

Are you available when your team needs you to finish tasks?

Do you deserve a promotion gauging from the work you have done as a team?

[employee comments]
CREATIVITY:

Do you understand how critical, creative thinking skills are to an organization?

Do you believe you have now the experience to make better decisions in situations where you've done wrong ones?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

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

Do you accept positive criticism that is meant to help you improve your expertise?

[employee comments]
SEEING POTENTIAL PROBLEMS:

How have you helped other employees improve their ability to anticipate problems? Give an example

How do you test a new software in order to make sure that it does not have hidden issues?

[employee comments]
TECHNOLOGY TREND AWARENESS:

What efforts are you making to implement the use of virtual reality techniques to improve training and engagement?

What efforts are you making to get certifications in specialized technology fields?

[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:

Written by on