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

A Process Planning Engineering Technician is responsible for developing and testing solutions to solve any technical problems that occur in research and development, manufacturing, sales, construction, inspection, and maintenance. This position also assists engineers, inspects products, collects data and conducts any tests.

The primary roles for this position includes performing extensive research and development during creation phase of product, checking products and processes for any flaws and identify areas of improvement, assisting engineers and scientists to create, modify and test products and processes, create solutions to complex technical problems in a variety of industries, to prepare tests and to collect accurate data, to develop and to conduct experiments.

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

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.

Not decisive and assertive when it comes to coming up with solutions.

Not willing to collaborate with other people to come up with solutions to problems.

1

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

Leaves blanks spaces in a business card just in case a new contact needs to jot down additional information about what one does

Takes a close look at the resources and network that one already has in place and creates new opportunities from them

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.

Does not project an image of professionalism through the dressing

Tends to use overly familiar terms like kiddo or buddy

1

DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work.

Only dedicated to the company whenever it is convenient to do so

Very lazy in a group setting, always sitting and watching others move by

1

EQUAL OPPORTUNITY AND DIVERSITY: Equal Opportunity and Diversity means having employees from a wide range of background that includes different ages, gender, ethnicity, sexual orientation, religious belief, educational background, physical ability and treating them equally.

Submits both to the management and coworkers giving everyone an easy time

Respects the opinions of others without interfering, using what is beneficial only

2

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

Takes note of a person's reaction the moment they are given a piece of news in order to understand their true thoughts and feelings

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

2

ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently.

Is not willing to learn new things and does not pay attention when being trained to take on a new role

Brags about all the things one can do but never delivers thus makes others upset or fail to meet their goals

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.

Asks for feedback from employees regarding a project but does not develop ways to prevent the reported anticipated problems

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

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Gives up when one encounters barriers that seem to impede own progress on long-range planning instead of modifying the plan accordingly and moving forward

Does not seek help from others even when one really needs it or doesn't understand a crucial part of the long-range planning process

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.

Performs poorly in teamwork and is unable to work with a diverse group of people when solving problems

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

1

Self Evaluation

Self Evaluation Question

Employee Comments

PROBLEM SOLVING:

How well do you solve issues and are you confident in your abilities?

Do you research well enough to get proper facts and information?

[employee comments]
NETWORKING:

How do you make sure to keep in touch with a new contact after the first meeting?

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

[employee comments]
APPEARANCE AND GROOMING:

Are you satisfied with what you wear and do you show too much flesh?

Are you able to tell others to present themselves professionally without feeling guilty of doing the opposite?

[employee comments]
DEDICATION TO WORK:

Do you feel unable to accomplish a task even before beginning it?

Do you agree with your supervisors view on areas you need to change?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Are you a good team player who does not choose which team to join?

Do you show favoritism when dealing with a particular group of people?

[employee comments]
MONITORING OTHERS:

What techniques have you used to monitor employees? Describe how monitoring others have helped improve your company's productivity

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

[employee comments]
ROLE AWARENESS:

Describe a project that required you to demonstrate role awareness. What was your role and what was the outcome?

How have you helped new and underperforming employees become more aware of their positions in the department or company?

[employee comments]
SEEING POTENTIAL PROBLEMS:

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

What are some of the project management tools, if any, that you have used to determine the future of your project?

[employee comments]
LONG RANGE PLANNING:

How do you make sure that your long-term goals do not conflict with your short-term goals?

What are some of the things you have done to improve your ability to plan for the future?

[employee comments]
MECHANICAL SKILLS:

What efforts are you making to improve your ability to identify a wide range of symbols on drawings and blueprints?

What efforts are you making to improve your ability to use a wide range of hand tools properly?

[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:

Written by on