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

An Aerospace Engineer is liable to develop jet fighters control systems, analyze new materials for the spacecraft construction or research propulsion methods for missiles. This position is fit for an expert in mechanics, thermodynamics, robotics and aerodynamics who are involved in creating and producing helicopters, military and commercial aircraft, rockets and space crafts.

The primary responsibilities include, planning and constructing a spacecraft or an aircraft from scratch, researching, planning, testing, production and analyzing any of the required areas of the construction, researching and developing design specifications and using computer-aided design software to create plans, taking part in flight test programs to measure the take-off distances, rate of climb, stall speed, maneuverability and landing capacities, resolving issues that arise during the design, development and testing processes.

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

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Fails to explain unclear issues when having a conversation and does not find out if the other party understands.

Talks too fast in a manner that the other person does not comprehend what is being said.

1

PROBLEM SOLVING: Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.

Is always open-minded and readily accepts what others have to contribute.

Creates opportunities to evaluate and implement the decisions that are arrived at properly.

2

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.

Tells everyone what one is good at instead of letting one's actions speak for themselves

Is not a good communicator; does not watch what one says or how one speaks thus ends up hurting people when having conversations

1

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Moves on after an introduction because one believes that the other person is not good enough for one's business

Regularly forgets to keep a note of people one promised to follow up

1

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

Sets a date for a review period where one can examine a decision and improve upon it

Creates a constructive environment to explore the situation at hand and weigh up one's own options

2

APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well.

Ensures good example is set before other employees especially the newbies

Work hard to ensure good looks, and hard work go together

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.

Often gets involved in deadly office politics instead of concentrating on completing own tasks and building professional working relationships with others

Talks down to other employees, uses sarcasm, or sounds nasty when addressing issues thus ends up hurting them

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.

Fails to keep thorough records and to apply the lessons learned thus is unable to provide insights for future decisions

Assumes to know everything that is happening in the company and does not seek input from other employees

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

Shows little understanding on how to use learning techniques and does not bother to check the experience of colleagues

1

MECHANICAL SKILLS: Mechanical Skills are the abilities to solve problems that arise in the workplace, although it may vary from one company to another.

Does not understand how to read machine prints and is unable to identify most symbols on drawings and blueprints

Demonstrates little understanding of how to use computer aided design technologies when converting design information into workable drawings

1

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Have you ever spoken before first thinking over it and it ended up hurting someone? How was the experience?

How do you aim to improve your verbal communication skills to be the best in it?

[employee comments]
PROBLEM SOLVING:

Give an instance you solved a problem, and it was successful.

How well do you brainstorm before setting out to solve a problem?

[employee comments]
INSPIRING OTHERS:

What are some of the books you have read, places you have been or things you have done that have inspired you the most?

Give a good example of a time when there was a conflict in your team, but you were able to fix it. What had happened? What did you do?

[employee comments]
NETWORKING:

How has making new connections improved your professional and personal skills?

Is there a time when you have lost a great client due to poor networking techniques? What happened? What have you done to improve your networking skills?

[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]
APPEARANCE AND GROOMING:

Do you follow the company policies and regulations in regards to how you should dress?

What is your level of hygiene that you present to others?

[employee comments]
PERSONAL RELATIONSHIPS:

In your opinion, what are the key ingredients in building and maintaining a successful business relationship? How have these worked for you?

Describe a time when you have met resistance while trying to build a relationship with a colleague. How did you deal with it?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Is there a time when you have faced a huge problem that could have been prevented? How did you go about solving it?

How do you set projects deadlines and milestones to make sure that employees meet them successfully?

[employee comments]
KNOWLEDGE MANAGEMENT:

How often do you encourage others to share their knowledge and experience?

How often do you encourage others to participate in networking opportunities that can assist in gaining more knowledge?

[employee comments]
MECHANICAL SKILLS:

Have you ever failed to complete a task on time? What did you do to improve?

How often do you rely on sketches, verbal instructions, and notes to complete project designs?

[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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