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

The Materials Development Engineer is liable for researching, specification, designing and developing materials to advance technologies and products of many different kinds. This role has expertise that lies in understanding the properties and behaviors of various substances ranging from raw materials to finished goods.

The responsibilities for this role includes analyzing data using computer modeling software, testing materials to assess how resistant they are to heat, chemical attack or corrosion, selecting the best combination of materials for specific purposes, working to solve problems arising during the manufacturing process or with the finished product, advising on adaptability of a plant to new processes and materials, considering the implications for waste and other environmental pollution matters of any process or product.

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

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 know how to give feedback and asks irrelevant questions.

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.

Is always open-minded and readily accepts what others have to contribute.

Shows the willingness to change tact whenever the conditions change.

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 unwilling to share one's knowledge; does not share what one has read with others or some of the inspirational books one has read

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

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Keeps an open mind and gives the other person an opportunity to explain their side of the story

Offers the employee with training and provides more frequent direction in order to help them improve on weak areas

2

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Considers the potential impact of the company's objectives on both revenues and expenses in order to prioritize and reflect them in future budgets

Sets clear deadlines to ensure that a timeline is being met and that the participants prioritize the process properly during the time that is required to complete it

2

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.

Does not appreciate team work always choosing to work alone and get all the credit

Always at the center of the office politics talking bad about the management

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

Allows tasks to pile-up, rushes in the last-minute, and ends up falling behind others

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

Hardly bothers to improve future research methods based on current feedback

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.

Hardly meets deadlines and is unable to complete projects with costs restraints

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:

Have you ever been interrupted by a speaker in the middle of a conversation?

How well do you receive and apply the instructions given out?

[employee comments]
PROBLEM SOLVING:

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

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

[employee comments]
INSPIRING OTHERS:

What are some of the books you have read, places you have been or things you have done that have inspired you the most?

Give a good example of a time when there was a conflict in your team, but you were able to fix it. What had happened? What did you do?

[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?

How have you helped your networking partners to get to know each other and help each other out?

[employee comments]
GIVING FEEDBACK:

How have you handled an employee whose work is not up to the company's expectations?

How do you recognize and motivate employees who have constantly demonstrated excellent performance at work?

[employee comments]
STRATEGIC PLANNING:

Can you describe a time when you have anticipated the future and made changes to current operations to meet future needs?

What factors do you consider when selecting the right people for your strategic planning team?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Do you play the role of a peace ambassador in the workplace or you enjoy stirring conflicts?

Do you make friends depending on how well they work with you or who they are?

[employee comments]
TIME MANAGEMENT:

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

Is there a time you had to seek assistance from another person to solve a problem quickly?

[employee comments]
RESEARCH:

How often do you use mathematical techniques such as statistical tests to manipulate data?

What efforts are you making to improve your critical thinking skills when examining the validity and truth of arguments?

[employee comments]
MECHANICAL SKILLS:

What efforts are you making to improve your communication skills when explaining complex machines to clients?

How often do you undergo training on using computer aided design to enhance your ability to design machines?

[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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