Use this step by step explanation to craft a good employee performance feedback review for a research greenhouse supervisor. Find the right words with quality phrases.

A Research Greenhouse Supervisor is responsible for overseeing greenhouse researching and supervisory work in the conduct of general and specialized greenhouse operations involving both complexes of institutional greenhouses and auxiliary support units - the hothouses and plant growth chambers.

The essential functions of this position includes planning, coordinating and directing the operations of a complex institutional greenhouse, soil storage research, examining specialized plant growth, management facilities, and equipment, coordinates with administrators or project leaders on work plans, make recommendations for implementing the greenhouse production schemes involved, researchers and determines the appropriate method for mixing soil and other ingredients to prepare for proper growth medium for the greenhouse plant production, inspects greenhouses, hothouses, ground storage and handling facilities.

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

URGENCY: Urgency is the speed that drives businesses fast in order to keep them from disconnecting from what they are aiming to achieve but pursue it with a sense of urgency.

Willing to learn new methods of handling assigned duties with great pace and urgency.

Shows and maintains a calm, alert, and sober attitude when working under high pressure.

2

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Keeps an open mind and gives the other person an opportunity to explain their side of the story

Gives objective and forward moving feedback that motivates and inspires the other person to perform better

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.

Always works with others to ensure deadlines are met and quality work delivered

Can be trusted to lead the group without the team leader around

2

ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc.

Balances and satisfies the needs of all the relevant stakeholders

Always sees the big picture of each project and works hard to achieve the success

3

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

Gets started on major projects as early as possible, anticipates situations that may affect these projects and works to prevent them

Makes sure to have one or two colleagues who are willing to assist in the time of stress in order to reduce one's stress level

2

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

Nimbly navigates obstacles and problems even when facing complex and unique circumstances

Aligns personal goals with those of the team or company and works hard to achieve them promptly and efficiently

2

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Creates a recognition program and hands out bonuses in order to show appreciation for employees' hard work and attention to quality standards

Constantly tracks a project in its early stages to identify and fix errors that could affect the overall quality of the project

2

BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world.

Introduces quite a good number of people in a meeting

Makes efforts to reach out to people regardless of their roles and acknowledges what they do

2

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

Promotes basic awareness and skills training focused on the major principles of diversity

Encourages the implementation of strategies that attract a more diverse pool of applicants for vacant positions

2

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

Puts more effort to participate in specialized training programs and shows interest to look for more training opportunities

Encourages team members to share concepts learned in training sessions

2

Self Evaluation

Self Evaluation Question

Employee Comments

URGENCY:

Have you at any time taken extra work when called upon by others?

Have ever been late in submitting tasks and projects and what lessons did you learn?

[employee comments]
GIVING FEEDBACK:

Describe a time when you have helped an employee accept change and make adjustments necessary to move forward. How did you go about it?

What techniques have you used to track an employee's performance in order to give the best feedback?

[employee comments]
COOPERATION WITH COLLEAGUES:

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

What weaknesses have you noticed and how are you working on them?

[employee comments]
ORIENTATION TO WORK:

How well do you manage your time assigned for the tasks?

How do you deal with office confrontation and do you feel justice has been served right?

[employee comments]
HANDLING STRESS:

How do you know a colleague is stressed up? What skills do you use to help colleagues manage stress?

Is there a time when your work has been criticized? How did you receive the criticism?

[employee comments]
RESULTS ORIENTATION:

Is there a time when you were not satisfied with the results you achieved for your goals? What was the problem?

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

[employee comments]
QUALITY OF WORK:

What are some of the programs you have initiated, if any, to train new employees on the company values and standards?

How do you help new members of your team cope with the agreed team standards and values?

[employee comments]
BUSINESS ETIQUETTE:

Are you making any efforts to build and nurture relationships and do you create time to meet people?

What efforts are you making to respond to messages promptly and always call back?

[employee comments]
DIVERSITY AWARENESS:

Have you participated in events that are diversity-related and what efforts are you making to promote them?

Have you ever made a joke that offended the beliefs of someone else and how did you rectify the situation?

[employee comments]
TRAINING OTHERS:

What efforts are you making to apply skills learnt in training session to advance your skill set and career?

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: