Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a quality assurance manager. Find the right words with quality phrases.

The Quality Assurance Manager is accountable for working with businesses to establish procedures and quality standards and monitor the agreed targets. He/she works with other staff members to develop procedures and quality standards to follow the agreed objectives.

The exact duties of an assurance manager vary from industry to industry. However, typical responsibilities of the job include: specifying quality requirements of raw materials with suppliers, setting high standards for quality and health safety, working with the operations staff to establish procedures, standards, and systems, determining and agreeing on an in-house quality standard and specifications. Assessing customer requirements and ensuring they are met through setting the customer service standards.

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

CUSTOMER ORIENTED: Customer Oriented is a skill that focuses primarily on the client as the King offering quality services that meet the customer's expectations with an aim to inspire people rather than just try to sell their product.

Does not yet have enough knowledge about the company products.

Does not listen to the customers well, which ends up to misunderstandings.

1

TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback.

Displays good leadership skills and has great abilities to influence others.

Builds a good and beneficial rapport with fellow team members and always makes them feel appreciated.

2

PRESENTATION SKILLS: Presentation Skills are useful in getting your message or opinion out there in many aspects of life and work, though they are mostly used in businesses, sales, teaching, lecturing, and training.

Does not make good and consistent eye contact with the audience.

Does not give audiences ample time to raise questions and to seek clarification if need be.

1

ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws.

Hurriedly does any work given and does not take the time to do it properly.

Have no good observation skill and the ends up missing on the minor details.

1

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Asks one's boss for more responsibilities in order to broaden one's skill set and keep one stimulated and motivated to work

Sets career goals that match with those of the company in order to stay motivated during the workweek

2

MANAGEMENT CONTROL: Management Control is a system that collects and uses the information to evaluate the performance of different organizational resources like the financial, physical and the organization performance as a whole.

Provides the required support during the periods of organizational change

Always ready to share information and knowledge for the joint development of the staff

2

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Does not ask others about employee interactions with colleagues, customers or suppliers thus misses critical information about them

Tracks employees' location even when they are taking a day off or are on vacation

1

RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly.

Starts a project without first identifying and gathering all the resources one needs thus gets stuck in the middle

Is reluctant to use project resource management tools to track a project or improve its accuracy

1

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.

Ignores the perspectives of customers and vendors and thereby fails to meet their expectations

Ignores benchmarks and fails to complete processes in accordance with the already set standards

1

RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business.

Demonstrates little understanding on how to use data reduction and synthesis methods to understand the patterns in data

Shows unwillingness to learn how to use mathematical techniques to manipulate data

1

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Do you put in an extra effort and time in emergencies to ensure the needs of customers are met?

Which biggest challenge have you encountered in customer service and how did you deal with it?

[employee comments]
TEAMWORK SKILLS:

Give an example where you helped diffuse team tensions when there was an issue?

Do you always have a tendency of blaming others for the mistakes made?

[employee comments]
PRESENTATION SKILLS:

Give an instance your presentation backfired and what was your backup plan?

How well do you deal with questions and issues raised by the audience?

[employee comments]
ACCURACY:

Are you keen when it comes to gathering data and information?

How much time do you dedicate to ensure you deliver an error free task?

[employee comments]
MOTIVATING OTHERS:

What is one of the lowest points you have had at work? What did you do to remain motivated and accomplish your goals?

How do you motivate others to accomplish their goals? Give an example of when this happened

[employee comments]
MANAGEMENT CONTROL:

Do you encourage and nurture an environment of trust and respect among the groups and individuals?

Are you able to learn from other people's influence, decisions and adjust your management style to the learned tricks?

[employee comments]
MONITORING OTHERS:

How do you create a clear explanation of policies for the employees?

How do you make sure that monitoring does not kill employees morale or make them nervous?

[employee comments]
RESOURCE USE:

Describe a time when your company has experienced the highest employee turnover. What was the problem? What are some of the things that you have done to prevent high employee turnover?

How have you ensured a fair and balanced resource allocation when planning your projects or tasks?

[employee comments]
PROCESS IMPROVEMENT:

Is there any time you failed to set objectives when initiating process improvement efforts? How did you correct the mistake?

Have you ever failed to map existing processes and how did you correct the mistake?

[employee comments]
RESEARCH:

How often do you encourage colleagues to employ analytical skills when examining the consequences of a certain solution?

How often do you break bigger issues into smaller manageable parts when faced with complex situations during research?

[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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