Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a design engineer. Find the right words with quality phrases.
A Design Engineer is responsible for researching and developing new ideas for new products and systems used to make them. This role also analyses and modifies all existing processes and products to improving their efficiency and overall performance.
The standard functions for this post are writing regular progress reports and presenting them to project managers and clients, researching whether the design will work and be cost-effective assessing the usability, environmental impact, and safety of design, using CAD and CAE software to create prototypes, collecting and analyzing data from tests on prototypes modifying plans and retesting them, researching, designing and creating new products, developing virtual models of different designs using computer software.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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. | Does not maintain an open mindset to whatever the other person is trying to put across. Fails to follow the instructions given to undertake a particular task. | 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. | Has an inquisitive nature and tries to analyze all that is happening around. Shows the willingness to change tact whenever the conditions change. | 2 |
| 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. | Gets excited about a decision one is making but never takes the time to actually consider what might go wrong Fails to communicate the what, where, how, when, and why, associated with one's decisions, with the relevant people | 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. | Reliable to be available when needed by the coworkers to help complete tasks Works towards creating a peaceful work environment by adhering to the rules and regulations | 2 |
| 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. | Consistently maintains composure during times of stress and helps others do the same Quick in adjusting to change in the performance of duties | 2 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Is afraid to ask for proof of work described in a report when speaking with an employee Documents the disciplinary actions but does not let employees sign them | 1 |
| 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. | Waits to be handed down directives or mission statements instead of involving oneself in the growth of the company Often sets unclear and unrealistic goals and thus gets frustrated or blames other employees when one doesn't meet them | 1 |
| RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business. | Often fails to communicate the purpose and outcomes of a research in a clear manner Shows little willingness to learn more about statistical analysis techniques and how to apply appropriate statistical tests | 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 Shows little awareness of safety requirements and legal guidelines when making designs | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: How well can you rate your listening ability skills when having a conversation? How well do you receive and apply the instructions given out? | [employee comments] |
| PROBLEM SOLVING: Give a situation that you solved a problem, and it was unsuccessful. How well are you keen on everything that is happening around you? | [employee comments] |
| NETWORKING: What qualities do you look for in professionals when networking? What value have you added to the new connections you have made? How do you make them feel part of your team? | [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 techniques have you used at work to ensure that decisions you make are correct and effective? | [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] |
| FLEXIBILITY: Do you execute tasks promptly or are you always late? Are you consistent in following the descriptions given to finish tasks? | [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: What have you done to help team members become more aware of their roles in a team project? Explain how your department has benefited from employees being more aware of their roles. How has this benefited the company at large? | [employee comments] |
| RESEARCH: What are you doing to improve your understanding of how to use data reduction and synthesis methods? How often do you break bigger issues into smaller manageable parts when faced with complex situations during research? | [employee comments] |
| MECHANICAL SKILLS: Have you ever failed to complete a task on time? What did you do to improve? What efforts are you making to learn more about safety requirements and legal guidelines when developing 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: |