Use this step by step explanation to craft a good employee performance feedback review for a resource conservation specialist. Find the right words with quality phrases.
A resource conservation specialist provides the services of natural resource conservation by evaluating the needs and problems of natural resource management, administering conservation programs, conducting investigations on soil, and advising land users on resource conservation projects. He/she analyses problems and suggests solutions relating to resource conservations.
Additional duties in this role include educating and creating awareness about conservation needs; assisting land users in creating plans for resource conservation; estimates the rates of annual soil erosion; designs, lays out and supervises the construction of waterways, ponds, open drain ways, earthen storage facilities and diversion ditches. Other roles include inspecting sites and conducting engineering surveys and soils investigations as well as preparing and updating management plans for soil, forest, animal waste management, and wildlife resource.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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. | Assesses the various options until the cause of the problem is identified. Tries to seek assistance on issues that are difficult to handle. | 2 |
| ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team. | Adheres to all company policies, rules, and regulations and ensures all those he leads follows the same path. Demonstrates a good ability to cope very well when under high pressure. | 2 |
| MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups. | Focuses primarily on own strengths in order to complete tasks or projects and feel more successful on the job Respects other employees' opinions and contribution to the company in order to allow relationships to develop smoothly | 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 |
| 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. | Is specific; states with clarity the exact thing that one wants to be done or what one is refusing to do Upholds discipline and good habits in order to stay in the course even when faced with difficult situations | 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. | Uses client satisfaction, quantity, cost, quality, and value added to the company, to evaluate success of a goal Sets goals that are tied to the overall growth strategy of the company in order to increase the company's productivity | 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. | Does not let other employees waste own time with gossip; sets boundaries at work in order to complete the assigned work correctly and on time Uses appropriate tools to check and ensure that all parts of a task or project are complete before submission | 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. | Gives new employees a clear sense of the company's core business strategy as well as an understanding of its products and services Constantly tracks a project in its early stages to identify and fix errors that could affect the overall quality of the project | 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 Avoids straying from the truth and gives credit where due | 2 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Encourages respectful engagement between individuals and groups with diverse cultures Increases links to networks of individuals and groups from different cultural backgrounds | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| TROUBLESHOOTING: How do you manage your clients and communicate to them the progress of their work? Give an instance you failed to deliver a task you had been given by a client. How did you resolve it? | [employee comments] |
| ADMINISTRATIVE SKILLS: Do you think you are a good role model to your junior staff? Give an instance of any administrative blunder you have ever made and how did you resolve it? | [employee comments] |
| MOTIVATING OTHERS: What are some of the projects or tasks you have tackled without being asked or supervised? How did you push through difficulties? What situation(s) make(s) you feel demotivated at work? Is there anything you can do to change this/these? | [employee comments] |
| GIVING FEEDBACK: How have you handled an employee whose work is not up to the company's expectations? What are some of the things you have done to develop the skills of other employees and make them more productive? | [employee comments] |
| PERSISTENCE: Is there a time when you have faced a difficult situation? What ways did you use to sustain your ability to keep on going until the situation was fixed? What have you done to develop the inner energy that keeps you going when facing tough situations at work? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: What is one of the major goals that you have set for yourself recently? How are you planning to achieve it? 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] |
| MANAGING DETAILS: How do you manage distractions at work? Describe a time when a project or task you were working on faced a major distraction How have you helped your team members improve their ability to manage details? How has this improved the overall productivity of the team? | [employee comments] |
| QUALITY OF WORK: What do you think your company should do to fix some of the most common quality-related issues? How have you made sure that your projects meet the agreed quality standards? What tools or methods have you used? | [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 found yourself in a situation where you had to question someone's integrity? | [employee comments] |
| INTERCULTURAL COMPETENCE: What are you doing to increase links to networks of individuals and groups from different cultural backgrounds? How often do you encourage others to show respect to people with diverse cultural backgrounds? | [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: |