Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an aesthetic quality control engineer. Find the right words with quality phrases.
An Aesthetic Quality Control Engineer is liable for the final appearance of the product including lighting, look color perception, quality, etc. This position is available for various industries with each defining it according to their tasks. Though it seems like a very simple task, it has a wide variety of tasks to major on that are difficult to cover.
The roles for this position are balancing the lighting in an instrumentation panel display, balancing the color knowledge of each material used in the assembly or production of the company's products, monitoring the visual aspect matters in the daily production unit, putting the business's control measures in place so that there is compliance.
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 |
|---|---|---|
| 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 |
| ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws. | Does proper research to get accurate facts and figures before undertaking any task. Maintains detailed and accurate records at all times and does not entertain sloppy work. | 2 |
| JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion. | Does not take the time to understand the problem thus gives ineffective solutions or fails the entire decision-making process Does not create time to exercise, read or meditate thus sometimes lacks the strength to remain functional during a decision-making process | 1 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Does not allow others to question the level of commitment and devotion Holds a questionable character that every customer and coworker gets concerned about | 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. | Enjoys working as a team creating a team spirit that works best in delivering expectations Always wears a smile while serving others no matter the situation | 2 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Creates and defines one's policies and what happens in the event that they are not followed Keeps employees accountable by regularly having conversations about how their goals are progressing | 2 |
| 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 |
| 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. | Always attempts to do unrealistic amount of work rather than delegating some task to other employees Allows tasks to pile-up, rushes in the last-minute, and ends up falling behind others | 1 |
| BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace. | Does not possess good predicting abilities and often predicts future trends with a high level of inaccuracy Hardly observes competitors and pays little attention to the trends that make competitors thrive | 1 |
| TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually. | Hardly asks for assistance when faced with challenges when operating modern electronic devices Demonstrates little knowledge on how to use modern computing power to assist in making better decisions | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: Give an instance that you have been defensive during a conversation. How did it turn out? Do you always seek for clarification on issues you do not understand when conversing with someone? | [employee comments] |
| ACCURACY: Do you normally have a checklist or a guide before you start doing any given task? Describe an instance you made an error that led to significant problems and what did you learn afterward? | [employee comments] |
| JUDGMENT SKILLS: Can you give two examples of situations where you have used logic and good judgment in solving a problem? How did you go about it? Can you describe step by step, how you would brainstorm possible themes for a fundraising campaign in your company? | [employee comments] |
| DEPENDABILITY: Are you willing to do whatever it takes to get the job done no matter the situation? Are you a loyal person that your coworkers and management can rely on? | [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] |
| MONITORING OTHERS: What are some of the monitoring policies you have in your company? How do you make sure the employees follow the policy of timekeeping? How do you access an employee's accountability? How do you deal with an employee who doesn't deliver their work on time? | [employee comments] |
| SEEING POTENTIAL PROBLEMS: How have you helped other employees improve their ability to anticipate problems? Give an example When hiring employees, how do you make sure that they are the best fit for the position at hand? | [employee comments] |
| TIME MANAGEMENT: Were there any instances where you felt that you took more time to get work done than other times? What attempts are you making to speed up your productivity without compromising on the quality of work? | [employee comments] |
| BUSINESS TREND AWARENESS: What strategies are you using to get the latest information about current trends? What efforts are you making to know what customers want? | [employee comments] |
| TECHNOLOGY SAVVY: Are you making any efforts to learn how to keep mobile devices and computers free from unauthorized access? Have you ever advocated the use of modern electronic devices that can assist in sharing and storing data more efficiently? | [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: |