Use this step by step explanation to craft a good employee performance feedback review for a biofuels processing technician. Find the right words with quality phrases.

A Biofuels Processing Technician is liable for calculating, loading, mixing and preparing processed feedstock with additives in fermentation or reaction process containers and monitor the production process. This position performs and keeps records of the complete plant maintenance, repairs, and safety inspections.

The major responsibilities of this position include operating equipment like the centrifuge, extracting in the production of biofuels, working valves, pumps, engines or generators to control and adjust biofuels production, processing refined feedstock with additives in fermentation or regression process vessels, assessing the quality of biofuels additives for processing, calibrating liquid flow devices and meters including fuel, chemical and water meters, collecting biofuels samples and performing routine laboratory tests or analyses to assess biofuels quality, inspecting biofuels plant or processing equipment regularly as well as recording and reporting damage and mechanical problems.

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

Regularly checks all tools and equipment in order to make sure that they are well maintained and safe to use

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.

Constantly look for potential talent gaps and goes out of the way to motivate employees towards the right direction

Effectively manages resources ensuring company resources are not wasted at all

2

PHYSICAL ABILITIES: Physical Abilities is the ability of one's strengths and limitations that are also known as the individual resources to perform well at the tasks given.

Successfully finds new effective ways to perform difficult tasks that nobody wants to handle

Have physical abilities that favor the company in doing manual tasks

2

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Encourages others to take the initiative when new projects come along and to quickly adapt to situations

Works overtime to help a colleague meet a deadline for a certain proposal

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.

Examines the situations that might be leading to failure and works towards improving these situations

Learns what doesn't work and what isn't worth persisting with and tries new ways to achieve one's goals

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.

Pays attention to own mistakes in order to learn new ways to deal with them if they happen again in the future

Trains oneself to do what one knows to be right even when one does not feel like doing it

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.

Takes the time to get to know own surroundings in order to know how to respond

Tracks own time and writes everything that needs to be done down in order not to miss an important commitment

3

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Takes part in changing practices and policies to enhance respectful engagement and inclusion of people with different cultural backgrounds

Increases links to networks of individuals and groups from different cultural backgrounds

2

ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business.

Relies on technical tools to understand trends when analyzing data

Relies on existing solutions and examples when dealing with a problem

2

PRODUCT KNOWLEDGE: Product Knowledge is an essential sales skill to understand the features of your product allowing you to present the benefits compellingly and accurately to the customer.

Knows how to communicate information and answer most questions related to a product

Makes enough effort to understand how a product compares to rival products

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?

Can you give an example of a time when you had to stop an important process due to the danger of imminent accidents?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are you available for the employees when they need you?

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

[employee comments]
PHYSICAL ABILITIES:

Are you willing to help out in tasks that require manual strength

Do you have any health complications that the management should know about?

[employee comments]
ADAPTABILITY:

Do you prefer an environment with a structured routine or one with new experiences?

Can you describe a situation where you had to move into action without a plan when solving a difficult problem?

[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 has been your greatest failure? What would you do differently next time to ensure success?

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

Is there a time when you were not pleased with the outcome of your goals? If yes, how did you go about it?

How do you schedule your tasks and activities for the day in order to remain focused and motivated to accomplish them?

[employee comments]
USING COMMON SENSE:

How do you help other employees use common sense at work? When is the last time this happened?

How do you avoid making the most common mistakes at work like being late or missing deadlines?

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to increase links to networks of individuals and groups from different cultural backgrounds?

Are you actively involved in professional development courses and forums that enhance intercultural competency?

[employee comments]
ANALYTICAL SKILLS:

Can you think of a small problem you ever identified and solved before it could turn into a big problem?

What efforts are you making to improve your knowledge to work with numbers and figures?

[employee comments]
PRODUCT KNOWLEDGE:

What efforts are you making to understand how a product compares to rival products?

What are you doing to improve your ability to fix problems associated with a product?

[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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