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

An environmental education specialist creates environmental awareness and informs the public about preservation, sustainability, and conservation by planning, developing, and conducting programs in learning institutions or conferences. He/she provides educators with technical assistance for the integration and evaluation of environmental education in the school curriculum.

Other than giving advice on environmental education matters, other duties include; providing the public, educators, agencies and environmental educational centers the technical assistance and consultative services in planning, coordinating, delivery and evaluation of programs in environmental education. Other roles include interpreting and applying laws, rules, policies and regulations relating to environmental education programs; monitoring and reporting regularly on the environmental literacy in the area as well as developing and distribution resource materials.

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

SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds.

Requires all employees to wear protective gear necessary to do their jobs safely in order to prevent exposure to hazardous materials

Goes beyond the regulations; addresses all safety hazards, whether they are covered by laws or not

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.

Shares all positive feedback directly sent by the customers with the entire team in order to help motivate the team members

Identifies the road blocks that could prevent the department or employees from accomplishing tasks or reaching the desired goals

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.

Always demonstrates an extraordinary amount of dedication and sensitivity to the needs of others

Effectively manages resources ensuring company resources are not wasted at all

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.

Maintains a work position which stimulates the growth of each individual

Splits and schedules work into manageable activities for each employee to carry out

3

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.

Understands the value of completing projects as a team instead of alone

Brings individual workers together to satisfy deadlines and work efficiently as one

3

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

Upholds discipline and good habits in order to stay in the course even when faced with difficult situations

2

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

Continuously looks for and acts upon opportunities in order to improve service, quality and productivity standards of the company

Develops personal work plans, with a corresponding contingency plan for each, in order to structure work and receive the required results

2

USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it.

Slows down when one is upset or stressed; refrains from making hasty decisions in order to avoid hurting others

Gets constant feedback from other employees in order to know own strengths and areas that need improvement

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

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

Shows willingness to participate in professional development courses and forums that enhance intercultural competency

2

Self Evaluation

Self Evaluation Question

Employee Comments

SAFETY AT WORK:

Give an example of a time when an employee caused an accident due to neglecting safety procedures. How did you deal with him/her?

If you were chosen to conduct a company's safety audit, how would you go about it?

[employee comments]
PERFORMANCE MANAGEMENT:

Can you describe the processes and techniques that you have used to manage employees performance and provide feedback?

How have you motivated employees to do well at work? Why did you motivate them and what was the outcome?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Do you make decisions with the employees in mind or do you just consider your own needs?

Are you a fountain of energy and comfort to demoralized employees?

[employee comments]
SUPERVISORY SKILLS:

Do you measure your performance as you gauge the performance of the employees?

Do you have a laid out plan on how to ensure you reach each employee individually?

[employee comments]
COOPERATION WITH COLLEAGUES:

Are you willing to reconcile when a conflict occurs in the workplace?

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

[employee comments]
PERSISTENCE:

Describe a time when your manager put pressure on you. Did you handle the pressure as well as you would have loved to?

Is there a time you have persuaded your manager to accept an idea that you knew he/she would not like? What resistance did you meet and how did you overcome it?

[employee comments]
RESULTS ORIENTATION:

What are some of the most common things that prevent people from achieving results from their goals? What do you think they should do differently?

Describe a time when instructions on a project were not clear. What made them unclear and what did you do?

[employee comments]
USING COMMON SENSE:

Describe a time when you have had an argument with your boss because you had not done something that required common sense. What was it and how did you defend yourself?

How do you go about making decisions? How do you calculate your next action when solving a problem?

[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]
INTERCULTURAL COMPETENCE:

What are you doing to encourage tolerance among individuals and groups with different cultural practices?

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:

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