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

A process control engineer is responsible for maintaining or creating automation processes in mechanical and chemical industries. He/she ensures that processes at manufacturing plants occur as planned and helps to improve the efficiency of processes by implementing or creating new strategies as well as managing control processes.

Duties in this position include designing, testing, troubleshooting, and supervising the implementation of new processes, designing and installing retrofits in existing control systems, troubleshooting hardware and software problems in existing systems, designing and maintaining quality of the manufacturing plants? control system, take part in automating unit processing, ensuring that there are well-established process controls and to monitor the control processes find out if they need improvement.

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

TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system.

Does not adequately undertake research or study before commencing any troubleshooting procedure.

Does not seek clarification on issues that are not well understood.

1

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Tries to remember every topic one discusses with each person one meets in order to establish a familiar connection next time one meets them

Follows up with casual contacts in order to try and build a potential long-term business relationship

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 show respect to authority always speaking ill of them

Treats women with contempt due to their gender no matter what position they hold

1

COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner.

Appears disinterested in assisting colleagues who are struggling to improve their professional skills

Does not practice leadership skills even when presented with an opportunity to do so

1

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

Explains the thought process that led to one's policies in order to reduce people's mistrust caused by monitoring their activities

Keeps employees accountable by regularly having conversations about how their goals are progressing

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.

Abstains from distractions such as social media or personal messaging in order to concentrate on the assigned task

Works backwards from the deadline in order to see how tweaking daily micro tasks could increase chances of meeting own goals even further

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.

Fails to keep thorough records and to apply the lessons learned thus is unable to provide insights for future decisions

Does not take the time to assess known variables or apply past lessons thus fails to predict future problems

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.

Makes poor strategic decisions, does not utilize good opportunities and makes little efforts to overcome competition

Shows little interest to learn more about scientific and technical market research

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.

Shows little interest to learn more about keeping mobile devices and computers free from unauthorized access

Demonstrates little knowledge on how to use modern computing power to assist in making better decisions

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.

Lacks analytical skills and is always unable to solve most problems brought by clients

Demonstrates little willingness to learn how to read machine prints and diagrams

1

Self Evaluation

Self Evaluation Question

Employee Comments

TROUBLESHOOTING:

Give an instance you had to troubleshoot a problem, and you succeeded. What did you do?

Give an instance you handled a task with so much uneasiness and a restless mind and what was the outcome?

[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 are some of the things you don't like about networking events and networking in general?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Do you value people for their intrinsic worth or because of what they do?

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

[employee comments]
COMPETITIVENESS:

What is one thing you would like to improve about yourself in order to be more competitive at work?

Were there times you got a promotion for displaying consistent overall growth and improvement?

[employee comments]
MONITORING OTHERS:

How do you make sure the other person doesn't know you are observing them?

Is there a time when you have had changes in monitoring policy? What have you done to make sure that employees are aware of changes in the monitoring policy?

[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]
SEEING POTENTIAL PROBLEMS:

Describe a solution that was implemented primarily due to your ability to see potential problems. What was the problem?

When hiring employees, how do you make sure that they are the best fit for the position at hand?

[employee comments]
BUSINESS TREND AWARENESS:

What efforts are you making to increase your accuracy in predicting future business trends?

What efforts are you making to overcome competition and what strategies are you using to get new opportunities?

[employee comments]
TECHNOLOGY SAVVY:

Are you making any efforts to learn how to keep mobile devices and computers free from unauthorized access?

How often do you encourage colleagues to use computers to execute repetitive, multiple, and complex tasks more efficiently?

[employee comments]
MECHANICAL SKILLS:

How often do you train yourself to improve your ability to read a wide range machine prints and diagrams?

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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