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

A Supplier Quality Engineer is responsible for coordinating vendors and verifying the quality standards by the requirements of their organization. This role is in charge of performing regular supplier audits to ensure compliance with regulatory standards as well actively participating in strategic development that is based on quality control plans.

The primary roles for this post are managing the supply chains, serving as liaison for suppliers, suggesting architectural quality and process improvements, collaborating with other engineers in a team environment, assisting in the development and implementation of the provider management programs, reporting supplier performance and quality to management, maintaining successful relationships with supply, engineering, manufacturing, and regulatory sections.

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.

Interrupts others when they are expressing their views and opinions.

Show signs of being easily distracted by other things during a conversation.

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.

Recognizes employees who go above and beyond the call of duty to get things done, in order to encourage them to continue working hard and incentivize others to take the initiative

Does not judge people when they make mistakes; sympathizes with them and lets them know that one understands that the mistakes they made were only human

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

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.

Gives feedback on why one does not like something without offering suggestions on what one would have wanted to see

Often dumps a slew of complaints on one employee all at once instead of focusing on correcting one thing at a time

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.

Helps those who require assistance without checking their age, race, color or position

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

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.

Uses time wisely in order to reduce the risk of mistakes that come from squeezing too much work into too little time

Anticipates setbacks beyond own control and is able to plan around them when they repeat themselves

2

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Keeps on checking the final product for mistakes thus slows down own productivity as well as that of the entire team

Jumps into conclusions instead of taking the time to dig into the situation at hand and find out the root cause

1

CUSTOMER SERVICE: Customer Service is the ability to cater for the needs of the client by providing excellent customer service without compromise.

Shows frustration when a customer asks too many questions and lacks patience with customers who ask irrelevant questions

Makes little efforts to redefine customer service processes to meet the ever-changing needs of customers

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.

Demonstrates poor critical thinking skills and hardly bothers to examining the validity and truth of arguments

Rarely applies logic and reason when determining the merits of an argument and often draws conclusions from illogical arguments

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:

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

What are some of the distractions that you have that prevent you from having a good conversation with someone?

[employee comments]
INSPIRING OTHERS:

What have you done to make other employees feel cared for and to earn trust from them?

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]
GIVING FEEDBACK:

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

When do you give positive feedback to your employees or subordinates? Give an example of the last time you did

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

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

Are you accommodating to other people who are of a different race, age or color?

[employee comments]
ROLE AWARENESS:

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

Describe a time when you have faced challenges that hindered you from becoming more aware of your role in a certain goal. How did you overcome them?

[employee comments]
MANAGING DETAILS:

How would you deal with a team member who is super detail oriented, that he/she always slows the team down?

If a project is not due for several weeks, when do think it's the best time to start working on it and why?

[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]
RESEARCH:

What are you doing to improve your understanding of how to use data reduction and synthesis methods?

What efforts are you making to identify ideas and concepts that are relevant to a problem?

[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 are you doing to improve your ability to identify weaknesses and potential design improvements in mechanical tools and equipment?

[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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