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

An air quality chemist is responsible for evaluating the quality of air and find out the types of contaminants present and their concentration. He/she does this by conducting quantitative and qualitative physical and chemical analysis on the samples taken by applying various techniques and procedures using the right instruments.

Duties in this position include evaluating air quality by performing analysis to determine, identify and separate air contaminants; evaluating and interpreting analytical results; setting up, operating and calibrating laboratory equipment as well as making minor adjustments and repairs; maintaining the quality assurance program by analyzing samples from other air quality laboratories; preparing the standards for gas and liquid calibration; ordering and maintaining the inventory of supplies and laboratory equipment as well as preparing reagents and chemical solutions.

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

TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system.

Exhibits good knowledge of the equipment interface and uses it well in troubleshooting.

Ensures that all the client problems are sorted and that the client is satisfied at the end of it all.

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

Offers the employee with training and provides more frequent direction in order to help them improve on weak areas

2

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Makes the customer feel valued; offers trusted advice to customers who want to develop a long-term relationship with the company

Does not just want to be right to proof a point, rather, is truly interested in the best outcome or solution to a problem

2

SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace.

Recognizes and appreciates the fact that continuous learning is an important part of professional and personal development

Is always positive; creates good personal and work habits and rejects the bad ones

3

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Makes sure one has all the information needed before starting any task or project in order to avoid producing incorrect work

Maintains eye contact when receiving instructions in order to show the instructor one is interested

2

PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face.

Writes down one's goals in a place that one can see it regularly and is specific about the results one wants to achieve

Works with people who have positive mental attitude and avoids listening to cynical advice and pessimistic colleagues

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.

Takes responsibility for prior mistakes and works on ensuring that such mistakes will not happen again in the future

Monitors one's own emotional responses and remains controlled at all times

2

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.

Develops a unit of measurement for key goal results in order to know when one has accomplished own goals

Looks for people who have already accomplished similar goals, learns what they have done, and follows their steps towards accomplishing own goals

2

BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times.

Coaches others on the role and importance of honesty, fairness, and integrity

Corrects past unfair behaviors as advised and never repeats them in future

2

TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually.

Demonstrates willingness to learn how to work more efficiently any time from different sites and on different devices

Encourages colleagues to utilize the power of the power of computers to process tasks efficiently and accurately

2

Self Evaluation

Self Evaluation Question

Employee Comments

TROUBLESHOOTING:

How well do you consider the possible alternatives before solving a problem?

Give an instance you failed to deliver a task you had been given by a client. How did you resolve it?

[employee comments]
GIVING FEEDBACK:

How have you handled an employee whose work is not up to the company's expectations?

When do you give positive feedback to your employees or subordinates? Give an example of the last time you did

[employee comments]
EMPATHY:

What is one or two things you have learned from caring for or helping others at work?

Can you think of a time someone interpreted something you said negatively, even though you didn't intend for it to be negative?

[employee comments]
SELF AWARENESS:

Is there a time when you were surprised about the positive impact your words or behavior had on a colleague or client?

What is one area you have consistently developed in the last year?

[employee comments]
FOLLOWING DIRECTIONS:

Which is one time you have made mistakes due to not following directions? Were the mistakes fixed? How did you do it?

Describe a time when you missed some steps in a project due to not paying attention to details. How did you fix it?

[employee comments]
PERSISTENCE:

Can you describe a time when you were given a project that had an impossible deadline? How did you manage to complete the project in time?

Can you describe a situation where you had to use persistence in order to successfully convince a customer to buy a product?

[employee comments]
PERSONAL DRIVE:

Is there a time when you have received an award from the company? What was the award? Why did you receive the award?

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]
GOAL AND OBJECTIVE SETTING:

Describe a time when your team failed to meet its goals due to an underperforming employee. How did you deal with the situation?

Is there a time when you were working on an important goal, but then you realized that you couldn't achieve it when you were already halfway done? What did you do?

[employee comments]
BUSINESS ETHICS:

What are some of the things you have done to assist others in understanding the importance of honesty and integrity?

Have you ever participated in forums that discuss the role and importance of integrity and honesty?

[employee comments]
TECHNOLOGY SAVVY:

Are you making any efforts to learn how to keep mobile devices and computers free from unauthorized access?

Are there any times you had to seek for assistance on issues related to operating modern electronic devices?

[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