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

A Process Quality Engineer is liable to monitor and audit the quality of all manufactured goods in a variety of industries like textile, clothing, food, electronics industries. This role not only finds defects but also locates the cause of the error and develops a solution.

The functions of this position includes monitoring, testing and inspecting products to ensure they meet the specified standards, tests products to determine how long they will last, examines product materials, mechanics and electrical systems, verifies product dimensions, color, texture, and strength to locate imperfections, checks levels of liquids and gases, confirms that parts move correctly and tests the proper fit of components, designs systems by which production quality can be tested in an ongoing process, working with the production group to implement any new testing criteria or assembly methods.

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

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.

Talks more and listens less; does not listen when a colleague comes with a problem or gives suggestions to improve a certain situation

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.

Dresses well, looks sharp and conducts oneself respectfully in order to make a good first impression when meeting potential business partners

Balances the amount of talking one does with the amount of talking the other person does, in order to know when to ask questions, while networking

2

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 that goes on for too long without giving the other person time to process the information he/she has received

Uses inappropriate humor which makes the other person uncomfortable and hurts his/her feelings

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

Have high levels of jealousy always fighting to be better than others

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.

Consistently maintains composure during times of stress and helps others do the same

Knows how to remain calm and composed under the stressful situations

2

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Takes note of a person's reaction the moment they are given a piece of news in order to understand their true thoughts and feelings

Asks for tangible evidence and details of results on what a person has been working on

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.

Is not willing to learn new things and does not pay attention when being trained to take on a new role

Brags about all the things one can do but never delivers thus makes others upset or fail to meet their goals

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

Jumps into solution mode even before one understands the problem thus sometimes makes a small problem seem bigger than it should be

1

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.

Sets nearly impossible personal and professional standards for oneself, which makes it hard for one to achieve the set goals

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

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

Hardly knows how to identify weaknesses in mechanical tools and equipment

1

Self Evaluation

Self Evaluation Question

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:

How has making new connections improved your professional and personal skills?

What value have you added to the new connections you have made? How do you make them feel part of your team?

[employee comments]
GIVING FEEDBACK:

Describe a time when you have had to deal with an employee who was not happy about the feedback you had given. How did you handle the situation?

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

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

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

Do you choose who to support and who not to offer assistance?

[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?

In your opinion, do you think it is important for employers to develop ways to help employees become more aware of their positions it the company? Explain

[employee comments]
SEEING POTENTIAL PROBLEMS:

How have you helped other employees improve their ability to anticipate problems? Give an example

How do you test a new software in order to make sure that it does not have hidden issues?

[employee comments]
MANAGING DETAILS:

Is there a time when you have failed to deliver a project on time because you didn't have all the required information? What happened?

Describe a time when you have had to multitask. How did you organize your tasks to make sure that you didn't miss any of them?

[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 efforts are you making to improve your ability to use a wide range of hand tools properly?

[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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