Use this step by step explanation to craft a good employee performance feedback review for a senior process engineer - chromatography. Find the right words with quality phrases.
A Senior Process Engineer - Chromatography is responsible for evaluating the process's effectiveness, quality and safety while identifying areas that need improvement, change to make the process efficient and less costly in the pharmaceutical sector.
The primary obligations of this position include maintaining, repairing and calibrating complex machinery, preparing and evaluating solutions, separating and identifying chemical compounds - gas, high-performance liquid, gel permeation, thin layer and ion exchange, observing and analyzing the process and reporting the findings, recommending additions required and identifying areas that should be changed or replaced, document their findings for internal records, managing and coordinating transition from product development to final production.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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. | Shows a great quality of changing tactics when something is not working. Maintains a high level of discipline and confidentiality when handling tasks and projects. | 2 |
| DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome. | Takes the time to learn employees' strengths and weaknesses and delegates tasks to whoever has the largest number of relevant skills for that task Takes the time to prepare and develop the discipline to map out exactly what one is asking for | 2 |
| TALENT MANAGEMENT: Talent Management is the shift that is used when hiring, training, and retention of the most skilled and superior employees available in the job market. | Develops talent in order to enhance performance in the current positions and to make the employees ready for transition to the next level Creates an environment that challenges employees to reach new heights and hires mentors to help them do it | 2 |
| PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done. | Creates programs that are easy to implement for every employee without being cumbersome Regularly sets aside ample time to organize and plan the workload without favoritism | 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. | Does not care about personal interests until the job is done and submitted A great team player example for others team members to follow | 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. | Displays exemplary behavior in every aspect of the work given Builds an environment of dependability and trust around the workplace | 2 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Avoids taking on projects, checking emails and answering work calls out of working hours Maintains a positive attitude and rewards oneself for little or major accomplishments | 3 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Takes responsibility for resolving problems and works diligently in order to find the most effective solutions when problems occur Develops personal work plans, with a corresponding contingency plan for each, in order to structure work and receive the required results | 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. | Participates in ongoing educational opportunities or professional development programs in order to improve own personal and professional skills Actively checks the provided information for accuracy and consistency before using it in order to reduce uncertainty | 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 Shows willingness to accept feedback, learn, and listen to concerns of others | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| URGENCY: Is there a time you had been called to help in other urgent tasks? Have you worked overtime in a bid to finish any urgent matter? If yes, how was the feeling? | [employee comments] |
| DELEGATION: Describe a time when you have had to deal with an employee who was not following your instructions on an assigned project. How did you go about it? How do you make a decision to delegate work? How do you choose the appropriate employee to handle a certain task? | [employee comments] |
| TALENT MANAGEMENT: In your opinion, how does knowledge sharing enhance talent management? Give three advantages of knowledge sharing in talent management What are some of the techniques you have used to motivate disengaged employees? | [employee comments] |
| PLANNING AND SCHEDULING: Do your planning skills need improvement or are they ready to go? Do you have a workable daily schedule that you consistently follow? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Can you be relied upon to lead the team without the management following up? What are your strengthens and how do you utilize them in the group? | [employee comments] |
| DEPENDABILITY: Do you give excuses instead of doing what is right? Do you finish all your projects and tasks within the allocated time? | [employee comments] |
| HANDLING STRESS: Give an example of a time when you have worked with a team that was facing a very stressful situation. How did you help the team members handle the situation? What steps have you followed in the past to avoid distractions at work and remain positive-minded? | [employee comments] |
| RESULTS ORIENTATION: Describe a time when you have been very successful in accomplishing your goals. What made this possible? When you have a lot of projects you need to complete, what do you do to accomplish them effectively and promptly? | [employee comments] |
| MANAGING DETAILS: How do you make sure that you have all the necessary tools before starting a project or task? Describe a time when you have had to multitask. How did you organize your tasks to make sure that you didn't miss any of them? | [employee comments] |
| DIVERSITY AWARENESS: What have you done to increase your understanding of the perspectives of others? Can you think of a situation where you failed to accept diverse views? How did you correct the situation? | [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: |