Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an engineering support technician. Find the right words with quality phrases.
An Engineering Support Technician is responsible for providing enterprise-level support to clients in civil, industrial, environmental and mechanical engineering. This position assists engineers with research and development, quality control and design as well as work alongside the scientists or quality assurance inspectors.
Their primary responsibilities include following standard procedures for proper escalation of unresolved matters to the appropriate internal teams, taking ownership of customer matters stated and discerning the problems through resolution, researching, diagnosing, troubleshooting and identifying solutions to resolve customer issues, providing prompt and accurate feedback to customers, ensuring proper recording and closure of all matters reported, preparing accurate and timely reports, documenting knowledge in the form of knowledge base tech notes.
Employee Performance Review Sample | |
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| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained. | Interrupts others when they are expressing their views and opinions. Has difficulty seeking clarification to issues that are not well understood | 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. Shows strong level-headedness when assessing situations and coming up with solutions. | 2 |
| TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system. | Does not know how to handle client's issues and ensure they are satisfied. Does not consider all the available and potential solutions when solving problems. | 1 |
| 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. | Does not know how to build resilience or display how much one can handle emotionally, mentally or physically Does not lead by example; always does things quite the opposite of what everyone else expects | 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. | Enjoys working as a team creating a team spirit that works best in delivering expectations Respects the opinions of others without interfering, using what is beneficial only | 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. | Helps other employees in their tasks or projects in order to improve own professional skills and create a more connected working relationship Introduces oneself to colleagues at social work events such as retreats, holiday parties, and conferences in order to know them better | 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 Assumes to know everything that is happening in the company and does not seek input from other employees | 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. | Rarely completes assigned work on time and devotes a lot of time on non-priorities Rarely keeps a record of upcoming deadlines and major events | 1 |
| CUSTOMER SERVICE: Customer Service is the ability to cater for the needs of the client by providing excellent customer service without compromise. | Receives substandard feedback from most customers and is viewed as the not to go to person Ignores customers with unrealistic demands and makes little attempts to negotiate with them to reach a middle ground | 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. | Demonstrates poor communication skills when explaining complex machines to clients Hardly knows how to use most hand tools properly and is unable to identify basic hand tools | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: How well do you assert your opinions and views when having a conversation with someone? Give an instance that you did not listen carefully and you ended up messing the situation. | [employee comments] |
| PROBLEM SOLVING: Give an instance you solved a problem, and it was successful. Do you involve other people when trying to solve any particular problem? | [employee comments] |
| TROUBLESHOOTING: How do you manage your clients and communicate to them the progress of their work? Have you ever been given feedback and you implemented it? How was the result? | [employee comments] |
| INSPIRING OTHERS: People observe what you do more than they listen to how you speak. How do you ensure that your actions inspire others at work? How do you reward employees whose work exceeds your expectations? Give an example of when this has happened | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Are you lost in your world such that you don't care about others? Do you show favoritism when dealing with a particular group of people? | [employee comments] |
| PERSONAL RELATIONSHIPS: How do you establish rapport with other employees? What are some of the things that you have done to gain their confidence? 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 test a new software in order to make sure that it does not have hidden issues? | [employee comments] |
| TIME MANAGEMENT: Can you point out the things distracted you from delivering work on time? What attempts are you making to speed up your productivity without compromising on the quality of work? | [employee comments] |
| CUSTOMER SERVICE: Were there any times you came across customers with special needs? How did you assist them? What efforts are you making to redefine customer service processes to meet the ever-changing needs of customers? | [employee comments] |
| MECHANICAL SKILLS: Have you ever failed to complete a task on time? What did you do to improve? What are you doing to improve your ability to identify weaknesses and potential design improvements in mechanical tools and equipment? | [employee comments] |
Summary |
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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: |