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

A Gyroscopic Engineering Technician is responsible for applying theory and principles of mechanical engineering to modify, develop, test or calibrate machinery and material under the direction of engineering staff or physical scientists.

The primary responsibilities include reading, dialing and monitoring amperage, voltage, electrical output at specific operating temperature to analyze parts performance, analyzes test results about design or rated specifications and test objectives, modifying and adjusting equipment to meet specifications, evaluating drawing tools designs by measuring drawing dimensions, comparing with original specifications using the form and function engineering skills, setting up and conducting tests of complete units and elements under operational conditions to investigate proposals for improving equipment 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

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.

Maintaining eye contact is quite a problem and appears to be shy when talking to people.

Speaks too much and does not give room to others to talk or share their thoughts.

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.

Always asks the right questions and raises any relevant issue when necessary.

Shows strong level-headedness when assessing situations and coming up with solutions.

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 willing to share one's failures and successes as a way to help other employees understand that they are not the only ones who face challenges

1

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

Gives a business card to people one has not spoken with, or those who don't seem interested in what one has to offer

Comments on other people's blogs only when one wants to get others to read one's own blog

1

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Regards fairness as one of the critical needs in all the decisions made

Has obtained training that specifically focuses on practicing ethical behavior at the workplace

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

Keeps employees accountable by regularly having conversations about how their goals are progressing

2

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 take the time to test a new feature before it is introduced to a project thus is not able to uncover hidden issues

Does not allow customers to try products before they buy, thus makes the customers have doubts on the products

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

Rarely seeks assistance to solve a problem quickly and ends up struggling to catch-up with others

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.

Does not bother to look out for new sources and uses search strategies that are inappropriate for a given task

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.

Lacks analytical skills and is always unable to solve most problems brought by clients

Shows little awareness of safety requirements and legal guidelines when making designs

1

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Have you ever tried to think about what you would say from another person's perspective?

How do you respond to feedback and criticism and do you encourage people to give you feedback and citric your speech?

[employee comments]
PROBLEM SOLVING:

How well do you accommodate other people ideas and opinions when trying to solve a problem?

Do you involve other people when trying to solve any particular problem?

[employee comments]
INSPIRING OTHERS:

Describe a time when you have had to give inspiration to a colleague who was constantly late at work. How did you go about it? Did the person take your advice?

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]
NETWORKING:

What qualities do you look for in professionals when networking?

What are some of the things you don't like about networking events and networking in general?

[employee comments]
ETHICAL BEHAVIOR:

Are you reliable to lead the team without showing favoritism to some members of the team?

Are you willing to make serious sacrifices to keep your commitment to the company?

[employee comments]
MONITORING OTHERS:

What are some of the monitoring policies you have in your company? How do you make sure the employees follow the policy of timekeeping?

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]
SEEING POTENTIAL PROBLEMS:

How have you helped other employees improve their ability to anticipate problems? Give an example

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

[employee comments]
TIME MANAGEMENT:

Do you plan your time and evaluate how you use it periodically when working on a project?

How do you react when you realize that time is running out and you are yet to finish a project?

[employee comments]
KNOWLEDGE MANAGEMENT:

Can you think of a situation where you didn't communicate well when sharing knowledge? How did you correct the situation?

What efforts are you making to improve your skills in analyzing knowledge from different sources?

[employee comments]
MECHANICAL SKILLS:

What are you doing to improve your math skills and apply them in analyzing problems and designing solutions?

What are you doing to improve your ability to identify weaknesses and potential design improvements in mechanical tools and equipment?

[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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