Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an agricultural engineer. Find the right words with quality phrases.
An Agricultural Engineer is liable for applying the knowledge of engineering technology to design agricultural structures, machinery, equipment, and processes to sort out the agricultural problems.
The primary responsibilities of this position include, performing extensive research and development, supervising production of machinery, develop ways to conserve soil and water, improving the processing and storage of agricultural products, specifying functional requirements for each development phase, estimating costs, reliability and safety, evaluating the effectiveness of the design and change if necessary, integrating the components into the final layout, planning performance upgrades as required, ensuring designed systems functions reliably for a longer period of time, developing products that increase the product's value.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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. | Interrupts others when they are expressing their views and opinions. Fails to follow the instructions given to undertake a particular task. | 1 |
| INTERPERSONAL SKILLS: Interpersonal Skills are a set of abilities that enable a person to positively interact and work with others effectively while avoiding office disputes and personal issues with each other. | Appreciates the efforts taken by others to do any task and encourages them to be better. Builds on good understanding and mutual reliance when given tasks to handle. | 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. | Views the "feedback meeting" as an opportunity to vent, rather than a time to discuss a specific issue and help the person improve in the future Waits for something to snowball into a bigger deal instead of addressing it as soon as it happens | 1 |
| APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well. | Fails to display an acceptable standard of good professional grooming Fails to meet the company's policy on the personal hygiene standards | 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. | Helps those who require assistance without checking their age, race, color or position Always wears a smile while serving others no matter the situation | 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. | Arrives early enough in order to take care of some of the little things, like settling in, before starting time Anticipates setbacks beyond own control and is able to plan around them when they repeat themselves | 2 |
| PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly. | Does not inform the client or key personnel involved when the project is facing problems such as production delays Does not find out the factors that could affect the project quality such as lack of training or change in suppliers | 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. | Lacks enough understanding about the current market trends and does not make enough efforts to improve Frightened by new trends and responds slowly to new trends | 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 Ignores benchmarks and fails to complete processes in accordance with the already set standards | 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: Give an instance that you have been defensive during a conversation. How did it turn out? Give an instance that you did not listen carefully and you ended up messing the situation. | [employee comments] |
| INTERPERSONAL SKILLS: Are you always approachable or people tend to find it hard to approach you? Do you always seek to influence people in a good way and support them in their efforts? | [employee comments] |
| GIVING FEEDBACK: How often do you discuss a person's performance with him/her? Give a specific example What are some of the things you have done to develop the skills of other employees and make them more productive? | [employee comments] |
| APPEARANCE AND GROOMING: Do you follow the company policies and regulations in regards to how you should dress? Are customers more attracted to your confidence, skills, and good grooming? | [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] |
| ROLE AWARENESS: What things have you done to improve your knowledge of your position in the company? How has this benefited the company? How many hours a week do you set aside for improving your professional skills that make you more aware of your position in the company? | [employee comments] |
| PROJECT MANAGEMENT: What methods/techniques have you used to track the progress of a team project? Describe a time when you have prevented a project from derailing In your opinion, what do you think is the most important quality of a project manager? Explain you answer | [employee comments] |
| BUSINESS TREND AWARENESS: What strategies are you using to get the latest information about current trends? What efforts are you making to overcome competition and what strategies are you using to get new opportunities? | [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: What are you doing to improve your understanding of how to use data reduction and synthesis methods? How often do you break bigger issues into smaller manageable parts when faced with complex situations during research? | [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: |