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

An engineering technician has training and education of engineering but works under the supervision of a professional engineer. They work in a broad range of fields including manufacturing, industrial, construction, and laboratory among others.

He/she has other responsibilities including working together with professional engineers in the research and development to inform new projects. They assist in improving processes and designs. Besides, they work as quality assurance supervisors in science-related projects. They are also involved in solving technical problems specific to different engineering projects. Lastly, some may be included in the development of concepts and prototypes for new products in manufacturing industries.

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

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.

Imposes solutions on other people's problems and appears to be impatient during a conversation.

Criticizes other people's way of delivering their content or views.

1

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Discusses issues honestly and keeps the discussion focused on how best one can adjust the situation at hand and move the collaboration forward

Makes sure own goals determine the activities one chooses; avoids wasting time with activities just because they are fun

2

FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large.

Does not allow group members to air their views; posts items on the discussion boards more than the group members

Sets up the groups based on members' performance on previous projects, rather than on the strengths, weaknesses of each group member

1

DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution.

Listens to what the impossible person says instead of focusing on people who make one feel good and valued

Humiliates and confronts a difficult co-worker in front of others instead of approaching them privately and trying to find where the problem is

1

PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace.

Ability to lead others in setting personal goals that all result in accomplishing the company goals

Can handle workplace stress and pressure with calm and sobriety

2

POTENTIAL FOR ADVANCEMENT: The potential for Advancement is the ability to make something better by being more skillful, more efficient, and more useful to produce high-quality results.

Has established an easy way to meet all the company goals set

Takes work seriously giving it the required commitment the company asks

2

PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish.

Does not show honesty at work; often lies to colleagues and customers without considering the impact it will have on the company

Is unable to control one's emotions and is always picking fights with fellow colleagues and customers

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 take the time to test a new feature before it is introduced to a project thus is not able to uncover hidden issues

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

1

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Sets nearly impossible personal and professional standards for oneself, which makes it hard for one to achieve the set goals

Allows oneself to be caught up in office gossip or chit-chat instead of concentrating on the assigned task and producing correct and quality work

1

TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier.

Does not show willingness to learn more about new technology fields

Hardly advocates for the implementation of modern technologies that assist in sharing and storing data efficiently such as cloud storage

1

Self Evaluation

Self Evaluation Question

Employee Comments

LISTENING SKILLS:

Have you ever been interrupted by a speaker in the middle of a conversation?

Do you in most cases ask relevant questions when having a conversation?

[employee comments]
COLLABORATING WITH OTHERS:

Can you describe a team experience which you have found rewarding?

Is there a time when you have had to work with a team that did not get along? What did you do?

[employee comments]
FACILITATION:

What methods of communication have you used to pass information to group members?

Can you describe a project that required major input from other employees? Who did you choose to work with you and why?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Describe a time when you had to disagree with a new rule in the company? How did you present your argument?

How do you differentiate between a person who is deliberately difficult from one who is difficult due to some stress he/she is going through?

[employee comments]
PERSONAL GROWTH:

Do you value hard work and are you interested in making the best out of it?

What changes do you need to inject in your personal goals to make you better?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you ask for coaching or training when you need it or do you delay until it is forced on you?

Do you set goals or have a workable plan that you follow through with?

[employee comments]
PERSONAL DRIVE:

What personal and career goals have you set for yourself? What are you doing to make sure that these goals are accomplished?

What behaviors, workplace events or actions limit or destroy your personal drive? What do you do to get back on track?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Describe a time when you have been able to see a huge future problem. What made this possible and how did solve it?

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

[employee comments]
MANAGING DETAILS:

How do you manage distractions at work? Describe a time when a project or task you were working on faced a major distraction

Describe a time when you have had to multitask. How did you organize your tasks to make sure that you didn't miss any of them?

[employee comments]
TECHNOLOGY TREND AWARENESS:

What efforts are you making to implement the use of virtual reality techniques to improve training and engagement?

Are there any times you had to seek for assistance on issues related to new technology trends?

[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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