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

An Engineering Director is responsible for directing and supervising a team of engineers as they develop, test, adjust and create solutions to technical difficulties.

The main responsibilities for this position include directing and coordinating production, operations, quality assurance, testing or maintaining in industrial plants, overseeing the research an development of new products and procedures, hiring, training and mentoring other engineers and supporting staff, writing performance reviews and solving internal issues, discussing and laying out project specifications, making detailed plans to accomplish goals, analyzing market demand and available resources, reviewing, approving, modifying product designs, preparing budgets, bids and contracts, negotiating research contracts, approving expenditures, reviewing and recommending contracts, developing cost estimates, draft proposals and reports for clients.

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

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Takes a small part of one's day at work to talk and listen to other employees in order to help maintain a positive atmosphere

Takes on more work than one needs to and helps other employees with their work when one can

2

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Manages relationships with co-workers and management in a professional manner

Never concerned about personal gain but always works with the group success in mind

2

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.

Shows great confidence in the ability to execute daily tasks

Devises new plans to help out often with severe challenges

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.

Encourages other team members to work together towards a common goal

Brings individual workers together to satisfy deadlines and work efficiently as one

3

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Maintains the highest levels of personal integrity that make them admirable

Does not consider any dubious methods or less honorable plans or strategies to get work done

2

HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it.

Takes one's annual leave each year and makes sure that one has a proper break from work

Meditates regularly in order to control the thoughts that can trigger stress at work

2

RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant.

Effectively encourages team members' participation in attaining goals by identifying strengths of each member and assigning tasks based on those strengths

Brainstorms different solutions to a problem and stays focused until a viable solution is found and implemented

3

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Shares high-level objectives with team members in order to ensure that each individual is in alignment with the company's vision and mission

Sets goals that are tied to the overall growth strategy of the company in order to increase the company's productivity

2

DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness.

Participates in events that are diversity-related and makes efforts to promote them

Avoids making jokes that may be offensive to others and remains respectful to everyone

2

TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace.

Encourages team members to put extra effort in taking part in training sessions

Shows interest to learn new skills and is making an effort to develop a positive attitude towards complex training sessions

2

Self Evaluation

Self Evaluation Question

Employee Comments

INSPIRING OTHERS:

What are some of the books you have read, places you have been or things you have done that have inspired you the most?

Give a good example of a time when there was a conflict in your team, but you were able to fix it. What had happened? What did you do?

[employee comments]
TEAM BUILDING:

What is your personality? Does it hinder or encourage you to participate?

Do you easily cooperate with others when asked to or do you follow your own ideas without submission?

[employee comments]
DEVELOPING OTHERS:

Are you a fast learner and can you impart what you learn fast enough?

Does the management count on you to deliver profitability in the business?

[employee comments]
COOPERATION WITH COLLEAGUES:

Are you willing to reconcile when a conflict occurs in the workplace?

What can your team say concerning your work ethics and manners?

[employee comments]
DEPENDABILITY:

Do you give excuses instead of doing what is right?

Are there areas you have not showed or practiced dependability that you need to change

[employee comments]
HANDLING STRESS:

Describe a time when you have had a heavy workload. How did you handle it?

Which specific areas in your current department do you find to be the most stressful?

[employee comments]
RESULTS ORIENTATION:

What are some of the most common things that prevent people from achieving results from their goals? What do you think they should do differently?

How do you motivate your team members to stay focused on achieving results?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Suppose your goal is to run your own company in the next two years. How will you go about accomplishing this goal?

What do you look for in team members when setting goals for the team? How do you keep track of your team goals?

[employee comments]
DIVERSITY AWARENESS:

What have you done to increase your understanding of the perspectives of others?

What efforts are you making to welcome and consider the ideas and views of other people?

[employee comments]
TRAINING OTHERS:

What are you doing to concentrate during training sessions and do you encourage others to concentrate?

Do you seek for extra assistance from colleagues on complex concepts learned in training sessions?

[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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