Use this step by step explanation to craft a good employee performance feedback review for a biofuels manager. Find the right words with quality phrases.
A Biofuels Manager is accountable for overseeing the manufacturing of biofuels that include facility management, budget implementation, and quality assurance controls.
The responsibilities for this role are production of alternative fuels or biofuels, ensuring production is conducted properly to guarantee the health and welfare of employees and the environment, managing all the operations at biofuels power generation facilities, supervising production employees in the manufacturing of biofuels like ethanol and biodiesel, conducting cost, material and efficiency studies for biofuels production plants, preparing and managing biofuels plant or unit budgets, providing instruction to subordinate or new staff to improve the biofuels plant safety, engaging in data study of production levels while tracking efficient and ineffective security procedures, drawing samples of biofuels outcomes or secondary by-products for quality control testing.
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 |
|---|---|---|
| INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work. | Steps back after giving the advice in order to allow others to make their own decisions or discuss important issues Identifies problems, makes them seem smaller and gives suggestions on how to handle them | 2 |
| APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them. | Takes the appropriate steps to follow the provided action plan Respects the company code and delivers the feedback within the set deadlines | 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. | Holds respect for coworkers thus creating a peaceful atmosphere in the workplace Very open to correction and communication both from coworkers and management | 2 |
| ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values. | Highly regarded as entirely credible by all who work together Always a 100% trustworthy due to the level of honesty | 3 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Holds high ethical standards that are apparent through all the work delivered Highly committed to maintaining punctuality that has contributed to a large extent to the overall success of the team | 2 |
| CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results. | Shows respect to colleagues and customers; is polite and friendly and is able to get on with the rest of the team Produces consistent work and applies company policies and business strategies evenly to each assignment and task | 2 |
| PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others. | Presents oneself as a credible representative of the company and demonstrates a commitment to delivering on one's duties Consistently delivers on commitments in good time and meets commitments to others | 3 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Is willing to keep asking for what one wants even when other people keep on turning one down Remains calm in order to avoid an appearance of self-doubt and anxiety and speaks in a clear, straightforward manner | 2 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Makes efforts to redesign programs to ensure they better fit with different cultural practices and beliefs Encourages others to appreciate and experience different ways of doing and seeing things | 2 |
| PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level. | Attends think tank and ideation sessions to learn more ideas on improving processes Uses existing benchmarks to complete processes in accordance with the already set standards | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INSPIRING OTHERS: People observe what you do more than they listen to how you speak. How do you ensure that your actions inspire others at work? Can you give an example of two people who have really inspired you in life? What has been their impact on your career life? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: Do you find fault with some of the employees you assess? Do you concentrate so much on the negative and forget the positives? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Are you available when your team needs you to finish tasks? What can your team say concerning your work ethics and manners? | [employee comments] |
| ETHICAL BEHAVIOR: Can you be trusted with confidential information without leaking it out? Have you fostered an atmosphere of fair treatment in the workplace? | [employee comments] |
| INITIATIVE: Are you pushed to think creatively and explore new opportunities? Do you take positive criticism well or do you allow your feeling to lead you? | [employee comments] |
| CONSISTENCY AND RELIABILITY: Have you ever been regularly late at work? What was the reaction to this behavior in your team? What has been your reaction to a colleague who regularly keeps on letting your team down? | [employee comments] |
| PERSONAL ACCOUNTABILITY: Can you describe a day when your supervisor was absent, and you had to make tough decisions? What are some of the decisions you made? Can you think of a time when you have motivated yourself to finish unpleasant tasks? What steps did you take? | [employee comments] |
| PERSUADING OTHERS: Is there a time when you have had to persuade a group of managers to accept your proposal or idea? How did you go about it? What are some of the challenges you have faced when trying to persuade others and how have you overcome them? | [employee comments] |
| INTERCULTURAL COMPETENCE: What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs? What efforts are you making to enhance your knowledge about different cultures? | [employee comments] |
| PROCESS IMPROVEMENT: Is there any time you failed to set objectives when initiating process improvement efforts? How did you correct the mistake? How often do you attend think tank and ideation sessions to learn new ideas on improving processes? | [employee comments] |
Summary |
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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: |