Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a food technician. Find the right words with quality phrases.
A Food Technician assists the food scientists with research by testing and examining food products while ensuring that the food is compliant with the Food and Drug Administration as well as help in improving the food products on the market. This position also develops better methods to package foods and helps discover ways to process foods that preserve the nutrient levels.
The primary responsibilities include improving food quality, ordering supplies as well as keeping, conducting tests to detect the coloring, nutrients, moisture levels and other portions of the food items, analyzing tests results and compiling presentations on the material, monitoring the use of additives.
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 know how to give feedback and asks irrelevant questions. Show signs of being easily distracted by other things during a conversation. | 1 |
| KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise. | Defines ambitious but realistic goals and accomplishes them while meeting performance and quality standards Responds to and anticipates customers' needs in a timely, courteous and professional manner regardless of the customer's attitude | 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 appreciate team work always choosing to work alone and get all the credit Does not listen or respect the opinions of others always overlooking them | 1 |
| ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values. | Introduces and implements projects and activities without adequate consideration of others Unconcerned of how unfair treatment often affects the coworkers in belittling them | 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. | Looks for opportunities to practice different skills, implement new processes, take on new responsibilities and learn a new software Builds an "I can do better" mentality and always works hard to proof that fact | 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 downtime to prepare for future tasks, catch up on backlogs or as a time to do simple or easy tasks Keeps a daily log of own goals for a given day in order to evaluate progress and see what one has actually achieved | 2 |
| 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. | Treats deadlines like an option and constantly sets aside vital projects Miscalculates the time required to complete projects and ends up missing deadlines | 1 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Constantly disrespectful to people with diverse cultural backgrounds and often alienates them Shows unwillingness to take part in professional development courses and forums that enhance intercultural competency | 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. | Ignores the perspectives of customers and vendors and thereby fails to meet their expectations Does not demonstrate willingness to learn new procedures and hardly encourages others to undergo training on new procedures | 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 Hardly bothers to improve future research methods based on current feedback | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: How well do you assert your opinions and views when having a conversation with someone? Do you always seek for clarification on issues you do not understand when conversing with someone? | [employee comments] |
| KNOWLEDGE OF COMPANY PROCESSES: Can you give an example of one or two times when you have presented new information to key decision-makers to help them understand a situation? Is there a time when you have encountered a problem due to lack of knowledge of your company processes? How was the problem solved? | [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 accommodating to other people who are of a different race, age or color? | [employee comments] |
| ETHICAL BEHAVIOR: Can you be trusted in all you do and say to be honest? Are you willing to make serious sacrifices to keep your commitment to the company? | [employee comments] |
| COMPETITIVENESS: What sort of projects did you generate that required you to go beyond your job description? What have you done to increase your knowledge and understanding about competitiveness in the workplace? | [employee comments] |
| ROLE AWARENESS: Describe a project that failed because you were not aware of your role in it. How did you go about it? 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] |
| TIME MANAGEMENT: Can you point out the things distracted you from delivering work on time? What attempts are you making to speed up your productivity without compromising on the quality of work? | [employee comments] |
| INTERCULTURAL COMPETENCE: What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs? How often do you encourage others to appreciate and experience different ways of doing and seeing things? | [employee comments] |
| PROCESS IMPROVEMENT: What efforts are you making to implement parallel processing of related processes? How often do you eliminate steps that are of no value in a process? | [employee comments] |
| RESEARCH: How often do you encourage colleagues to employ analytical skills when examining the consequences of a certain solution? What efforts are you making to identify ideas and concepts that are relevant to a problem? | [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: |