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

A Metallurgical R&D Engineer devises ways of converting metals to functional products through research and development. The person works closely with scientists in R&D to create new alloys as well as develop metal production processes including welding, casting, melting, alloying, and rolling. If in extractive metallurgy, he/she finds better ways of extracting small quantities of metal from large waste rocks.

Other duties include developing new coatings and products using metallurgical expertise, improving metal extraction processes, analyze test results and give the outcomes to stakeholders, develop processes to achieve the desired properties of the end product, provide technical support in metal related issues in R&D, take part in R&D projects and evaluate new alloys.

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

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

Regularly forgets to keep a note of people one promised to follow up

1

CREATIVITY: Creativity is the skill of turning new and imaginative ideas into reality through the ability to perceive the world in new ways, find hidden patterns, make connections between unrelated phenomena and generate solutions.

Solves even the worst conflict in the workplace that no one dares to handle

Always has a fresh viewpoint to any problem that presents itself

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.

Ridicules people from other races speaking negative things about them

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

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.

Struggles to adapt to bigger changes at work that affect the whole department

Unable to handle any concerns for the project leaving everything to the manager

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.

Reads books and attends webinars, workshops, classes, seminars, etc. that help in professional growth

Seeks out opportunities for growth and expanding self horizons in order to have more to offer at work

2

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Speaks positively to own bosses and provides quality feedback about the people one works with

Continues interacting with the person one has gotten to know in order to know each other better professionally and personally

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.

Waits to be handed down directives or mission statements instead of involving oneself in the growth of the company

Takes up too many tasks or projects but assigns little time for them thus ends up submitting work done poorly

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

PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level.

Fails to eliminate steps that do not add value to a process and hardly optimizes the steps that add value

Does not demonstrate willingness to learn new procedures and hardly encourages others to undergo training on new procedures

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.

Demonstrates poor communication skills when explaining complex machines to clients

Hardly knows how to identify weaknesses in mechanical tools and equipment

1

Self Evaluation

Self Evaluation Question

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]
CREATIVITY:

Do you enjoy thinking creatively and innovatively as well as creating new solutions?

Do you believe you have now the experience to make better decisions in situations where you've done wrong ones?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

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

Are you available when your colleagues need you to help them?

[employee comments]
FLEXIBILITY:

Are you flexible enough to take on new urgent tasks that do not originally belong to you?

Are you able to handle project concerns that are required to complete projects?

[employee comments]
COMPETITIVENESS:

What are some of the things you have done to help co-workers improve their professional competitive skills?

Have you ever participated in a networking event? How did you interact with other people attending the event?

[employee comments]
PERSONAL RELATIONSHIPS:

Describe a time when you were successful in building a relationship with a difficult person at work. How did you go about it?

How do you make sure to keep the existing relationships with other employees and customers strong every single day?

[employee comments]
ROLE AWARENESS:

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

Explain how your department has benefited from employees being more aware of their roles. How has this benefited the company at large?

[employee comments]
SEEING POTENTIAL PROBLEMS:

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

How do you set projects deadlines and milestones to make sure that employees meet them successfully?

[employee comments]
PROCESS IMPROVEMENT:

Is there any time you failed to set objectives when initiating process improvement efforts? How did you correct the mistake?

Have you ever failed to map existing processes and how did you correct the mistake?

[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 rely on sketches, verbal instructions, and notes to complete project designs?

[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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