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

A Quality Assurance Senior Manager works with the rest of the staff in the assurance department to establish procedures and quality standards as well as monitor those against the agreed targets. This position is adequately required in any manufacturing/ production processes is in continual 24-hour operation.

Other essential skills include working hand in hand with the operating staff to establish procedures, standards, systems and procedures, ensuring that all the manufacturing processes comply with standards both at national and international levels, specifying quality requirements of raw materials with suppliers and investigating the standards, recording, analyzing and distributing statistical information monitoring performance.

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

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

Always overloads with work and ends ups doing the task incorrectly due to the pressure of beating the deadline.

Produces content that is not reliable and which tends to overlook the required specifications.

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

Changes up own routine with a new, fun hobby in order to release tension after work

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.

Provide structure and form to the employees to allow them to perform well rather than leave them without any plan to follow

Analyze situations carefully and gather enough information to make sure the judgment is sound

1

LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place.

Undercuts teamwork spirit by giving preferential treatment to some favorites

Provides no recognition or rewards for the team's efforts and hard work

1

SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace.

Maintains the ability to make good decisions and exercise sound judgment during difficult or stressful situations

Identifies gaps in one's own skill set and takes advantage of the learning opportunities in order to enhance effectiveness

2

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

Explains the thought process that led to one's policies in order to reduce people's mistrust caused by monitoring their activities

Asks for tangible evidence and details of results on what a person has been working on

2

PROJECT AND GOAL FOCUS: Project and Goal Focus is setting your mind and heart on things that matter and add value to your life against those things that add no value at all or of little value.

Underestimates completion time for the goals thus gets frustrated when things take more time to achieve than expected

Sets "negative" goals, which makes one lose motivation needed to accomplish them easily

1

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.

Sets nearly impossible personal and professional standards for oneself, which makes it hard for one to achieve the set goals

Allows oneself to be caught up in office gossip or chit-chat instead of concentrating on the assigned task and producing correct and quality work

1

TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time.

Delivers low-quality work to beat the clock and is poor in time-management

Miscalculates the time required to complete projects and ends up missing deadlines

1

KNOWLEDGE MANAGEMENT: Knowledge Management is the ability to manage knowledge and information that is presented to the company from different sources without overlooking any of them.

Constantly fails to seek for further information and is poor at analyzing knowledge from multiple sources

Constantly fails to recognize the importance of good communication when sharing knowledge

1

Self Evaluation

Self Evaluation Question

Employee Comments

ACCURACY:

Do you normally have a checklist or a guide before you start doing any given task?

Do you give other people your work to proofread again before presenting it?

[employee comments]
MOTIVATING OTHERS:

Do you prefer working in a busy environment or one that is quiet? Why?

What qualities do you prefer in a supervisor? Can you describe a time when you worked with someone like this?

[employee comments]
MANAGEMENT CONTROL:

Do you communicate effectively with the teams and supervisors as a developmental cross-pollination in the business?

Do you appreciate the many different ways that projects can be accomplished except the one you have set?

[employee comments]
LEADERSHIP SKILLS:

Do you offer concern and assistance for poorly performing employees?

Are you willing to learn new trends to equip you as a better leader?

[employee comments]
SELF AWARENESS:

Are there times when you have been able to avoid negative situations at work? What did you do?

What is one area you have consistently developed in the last year?

[employee comments]
MONITORING OTHERS:

How do you make sure the other person doesn't know you are observing them?

Is there a time when you have had changes in monitoring policy? What have you done to make sure that employees are aware of changes in the monitoring policy?

[employee comments]
PROJECT AND GOAL FOCUS:

How many company goals have you achieved in the past six months? What approach did you take to reach them?

Describe a time when you have missed an important project deadline due to poor planning. What did you do?

[employee comments]
MANAGING DETAILS:

Describe a project that demanded accuracy from you. How did you go about it and what are some of the challenges you faced?

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]
TIME MANAGEMENT:

Are you able to distinguish between unimportant and important tasks when working on a project?

Do you keep a well-organized record of all the upcoming deadlines?

[employee comments]
KNOWLEDGE MANAGEMENT:

What are you doing to improve your capabilities of reviewing knowledge requirements for new tasks?

Can you think of a situation where you didn't comply with knowledge management standards? How did you correct the situation?

[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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