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

An Erosion Control Specialist has the primary responsibility of developing practices that promote soil erosion control, conservation of soil or water and proper use of land. He/she provides a management plan for erosion control as well as providing technical assistance in the planning and designing of erosion control practices.

Other associated duties include taking part in the implementation of erosion control law, conduct inspection and recommend the enforcement of erosion control plans, develop and maintain guidance documents for erosion control, visit areas that have erosion problems to determine the cause and provide solutions, advice land users on problems , plans and solutions for soil conservation as well as plan conservation practices such as reforestation, crop rotation or contour plowing to prevent soil erosion.

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.

Does proper research to try to find out other new ways of troubleshooting.

Shows good critical and logical thinking capabilities when trying to find solutions.

2

PERFORMANCE MANAGEMENT: Performance Management is a method by which supervisors and employees work together to plan, monitor and review the employee's work objectives and overall contributions to the organization.

Compares performance to the company's standard and avoids evaluating an employee's performance against another employee or based on cultural differences

Regularly listens to customers' demands and checks back with the customers to make sure that the company measures meet their desires

2

PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions.

Gives incentives programs that are very efficient and well organized

Have an outstanding ability to plan and organize both the long term and short term goals

2

SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life.

Develops an environment of providing motivation and encouragement to all employees equally

Effectively communicates organizational policies and other critical information to subordinates

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.

Challenges the teams to think creatively and come up with required solutions

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.

Concerned with how work scheduling is done to avoid overcrowding some employees

Leads others to embrace challenging projects that no one wants to work on

2

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Breaks down a problem into its specific components instead of dealing with it as a whole

Objectively analyzes information or situation by gathering lots of facts or information from different sources

3

SELF-DISCIPLINE AND SENSE OF DUTY: Self-Discipline and Sense of Duty is an active effort which helps in developing set ways for your thoughts, actions, and habits empowering your to stick to your decisions.

Creates a list of everything that needs to be accomplished so that one does not lose track of own goals

Refrains from making an ethical decision without first learning the rules; asks own bosses for help before jumping into uncertain situations

2

ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal.

Creates an organization chart for the entire company or own department in order to know who does what in the company

Gets rid of non-essential items or stores them away in order to make own workspace more productive and functional

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.

Observes expectations, values, and standards regarding honesty, fairness, and integrity

Frequently uses honest data, figures, and facts to support conclusions

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]
PERFORMANCE MANAGEMENT:

Describe a time when you have been required to explain a negative performance review to an employee. How did you prepare and what was the response?

How do you help employees set and accomplish goals? What are some of the factors you have considered when setting goals for your employees?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are you available to answer questions that need instant solutions?

How well do you advise those who want to grow and expand their career?

[employee comments]
SUPERVISORY SKILLS:

Have you discovered your strengths and identified areas that need improvement?

Are you good at decision making and dealing with confrontation?

[employee comments]
DEVELOPING OTHERS:

Do you have the expected experiences and knowledge to share with others?

Are you interested in the growth and development of the company?

[employee comments]
COOPERATION WITH COLLEAGUES:

Can you be relied upon to lead the team without the management following up?

Do you take delegations from your team leader with the same seriousness as you take one from the manager?

[employee comments]
PRACTICAL THINKING:

Some situations require one to think in a practical manner while others require critical thinking. Can you give an example when you have used the two strategies to solve a problem at work?

How have you involved others in practical thinking? Give an example of the last time you did this at work

[employee comments]
SELF-DISCIPLINE AND SENSE OF DUTY:

What are some of the things that you have done to help nourish your self-discipline? How has this helped you in developing a sense of duty?

Describe a time when you have been able to juggle multiple important projects due to your ability to remain self-disciplined. What challenges did you face and how did you overcome them?

[employee comments]
ORGANIZATIONAL SKILLS:

What are some of the tools that you have used to organize your tasks at work? Would you recommend these tools to other employees?

Do you prefer phone or email conversations when communicating with a colleague at work? Explain your answer

[employee comments]
BUSINESS ETHICS:

Can you think of a situation where you found yourself straying from the truth and how did you avoid straying?

Have you ever found yourself in a situation where you had to question someone's integrity?

[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: