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

The Quality Assurance Director is responsible for assuring quality processes and products through establishing and enforcing quality standards, testing materials and products.

Other important responsibilities include developing standards, for the disposition of the finished product by devising evaluation tests, methods and procedures, establishing raw material standards by studying manufacturing and engineering requirements, maintaining product quality by enforcing quality assurance policies and procedures as well as all the government requirements, creating the product quality documentation system by writing and updating quality assurance procedures, contributing effort to the team by accomplishing related results as required, maintaining quality assurance staff jobs results by coaching, counselling and disciplining employees.

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

WRITING SKILLS: Written Communication involves the interaction that makes use of the written word with precision and logic making it the very common form of business communication.

Uses complicated and hard words excessively while writing hence creating a boring atmosphere to the reader.

Combines one paragraph with another causing a story not to flow well.

1

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Is able to differentiate between irrelevant and critical pieces of information and gather information from various sources to reach a conclusion

Responds to and anticipates customers' needs in a timely, courteous and professional manner regardless of the customer's attitude

2

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Shows the unwillingness to involve others who have the relevant experience, knowledge, and expertise in the decision-making process

Does not know when to start a decision-making process without all the right information or when to wait for more advice

1

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Puts employees on the defensive by immediately blaming and shaming them thus they are not open to criticism

Always tells employees what they are doing wrong which makes them assume that they are not a good fit for the job

1

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Highly responsible with the staff always informed what is happening in their professional and personal life

Encourages the employees to learn to take responsibility for their performance

2

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.

Highly useful in bonding employees together to create a solid team

Precisely acknowledges the success of employees and recognize their contributions

2

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Shares confidential information about the company or colleagues with other employees or on social media

Always complains about work, the company, and own bosses while at work, which fosters an unhealthy victimhood culture

1

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.

Does not review progress or take stock of everything that one has accomplished on a regular basis

Does not identify the next action for each goal thus fails to initiate or maintain the required momentum

1

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Does not inform employees of changes that are about to be introduced thus makes them feel under pressure to react

Looks for the next product or service to sell rather than the next problem to solve thus fails to meet some of the customers' needs

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

Insists that a job be done in a certain way and does not welcome new ideas from others members of the team

1

Self Evaluation

Self Evaluation Question

Employee Comments

WRITING SKILLS:

Do you get to draft or outline your writing first before you set out to write?

Do you have a mentor to guide you in your writing and how has it benefited you so far?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

Can you give an example of one or two times when you have presented new information to key decision-makers to help them understand a situation?

How would you respond to a new employee who shows an unwillingness to learn the company process? What would you do to help them?

[employee comments]
DECISION MAKING:

Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened?

What is one of the most difficult decisions you have made in the last six months? What made it difficult and how did you go about it?

[employee comments]
GIVING FEEDBACK:

Describe the most difficult performance review you have handled. What made it difficult and how did you go about it?

When do you give positive feedback to your employees or subordinates? Give an example of the last time you did

[employee comments]
MANAGEMENT SKILLS:

How do you organize a department or the team to ensure they perform well?

Do you support the employees and the projects they are undertaking to ensure they reach their goals?

[employee comments]
LEADERSHIP SKILLS:

Do you invest in teamwork to ensure both management and workers are all harmonious?

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

[employee comments]
PERSONAL RELATIONSHIPS:

Can you describe an experience that showcases your ability to work and relate well with other employees in the workplace?

Is there a time when you have chosen to trust a colleague to handle a very sensitive project for you? What was the outcome?

[employee comments]
PROJECT AND GOAL FOCUS:

Where do you see yourself in the next five years? What are you going to do to achieve this?

How do you keep track of your project to make sure everything is in order?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Describe a solution that was implemented primarily due to your ability to see potential problems. What was the problem?

How have you helped employees who are behind schedule to improve their performance and meet deadlines?

[employee comments]
MANAGING DETAILS:

Is there a time when you have failed to deliver a project on time because you didn't have all the required information? What happened?

If a project is not due for several weeks, when do think it's the best time to start working on it and why?

[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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