Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a test engineer. Find the right words with quality phrases.
A Test Engineer is liable for planning, designing and evaluating new software products and systems as well as collaborating with production management. This position works closely with software developers and program managers to ensure all bugs are ironed out before the product is out for sale.
Essential roles for this post includes testing all aspects of the product like the component or function, system, performance, regression, and service, thoroughly testing goods and systems to ensure its functions properly work and meets the business needs, providing feedback on usability and serviceability, tracing the result to quality risk and reporting it to concerned people, working with the development team to identify and capture test cases, ensuring version management, designing test plans, setting up test environments.
Employee Performance Review Sample | |
|---|---|
| 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 |
|---|---|---|
| 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 willing to be accommodative of other people's ideas and opinions. Always in a hurry to make decisions and does not think things through. | 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. | Shows other employees how to overcome or deal with their weaknesses in order to help them grow professionally and emotionally Makes sure that everyone understands all the assignments and the deadlines when working with a team to avoid confusion | 2 |
| NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests. | Treats customers, clients, and other business associates as opportunities and cash cows Stays for over a month without picking up the phone to connect with a new person | 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. | Ridicules people from other races speaking negative things about them Does not listen or respect the opinions of others always overlooking them | 1 |
| FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance. | Handles any change that comes in the protocol with ease and makes suggestions on how to improve them Always knows how to apply new and more efficient approaches to making a better team | 2 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Figures out ways to know if one is right about a certain observation on a person's behavior in order to avoid drawing false conclusions Takes the stated disciplinary action when a person fails to follow one's policies | 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. | Does not take the initiative to start new projects, create new opportunities or pitch new solutions for the company Takes up too many tasks or projects but assigns little time for them thus ends up submitting work done poorly | 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 Assumes to know everything that is happening in the company and does not seek input from other employees | 1 |
| TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier. | Hardly asks for assistance when faced with issues related to new technologies Lags behind in using of artificial intelligence to execute repetitive, multiple, and complex tasks more efficiently | 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 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 |
|---|---|
| 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: What are some of the things you have done in the past to improve your ability to inspire others at work? Is there a time when you have had difficulties getting a colleague to accept your advice? What was your approach? | [employee comments] |
| NETWORKING: Which methods have you used to find new business connections? Why? Which one of these methods have you found to be the most effective? What do you do when a client turns you down or shows no interest in what you have to offer? Give two examples of when this happened | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Do you have weaknesses that showcase as you deal with others? Do you choose who to support and who not to offer assistance? | [employee comments] |
| FLEXIBILITY: Are you a fast learner willing to research and learn new tricks quickly? Are you able to handle more than one task within a given period? | [employee comments] |
| MONITORING OTHERS: Is there a time when you felt your monitoring system is not giving you what you expected? What did you do? What have you done to help employees who are struggling to set goals or who seem unwilling to finish a project? | [employee comments] |
| ROLE AWARENESS: What things have you done to improve your knowledge of your position in the company? How has this benefited the company? How have you helped new and underperforming employees become more aware of their positions in the department or company? | [employee comments] |
| SEEING POTENTIAL PROBLEMS: How have you helped other employees improve their ability to anticipate problems? Give an example How do you set projects deadlines and milestones to make sure that employees meet them successfully? | [employee comments] |
| TECHNOLOGY TREND AWARENESS: How often do you encourage colleagues to use the internet to search for information easily? What are you doing to encourage more colleagues to participate in online tech communities where individuals share technology ideas? | [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 |
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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: |