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

A junior pipeline engineer performs the primary duties of pipeline engineer but under the leadership and supervision of the senior engineer. They assist in the designing, expanding, and maintaining of the pipeline systems. Using their knowledge in pipeline engineering, he/she provide advice to the manufacturing team concerning compression, pipelines, measurement, and processing facilities.

They also participate in the development of designs and drawings for new pipelines. Besides, they communicate with the rest of the project team on the capacity of the proposed pipeline system to carry various products. In addition, the pipeline engineer creates maps of the systems showing meter points and other vital structures.

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

TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback.

Communicates opinions and ideas in a clear and concise way to the other team members.

Builds a good and beneficial rapport with fellow team members and always makes them feel appreciated.

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.

Goes absent without official leave; disappears for days without any explanation to the group members

Does not answer emails from group members or does so when it is already very late

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.

Does not make boundaries to let the difficult person know what is okay and what is not, and what would happen if boundaries are crossed

Does not try to figure out what is it about the difficult person's personality that one doesn't like thus one is not able to pinpoint ways to deal with him/her

1

LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place.

Highly useful in bonding employees together to create a solid team

Precisely acknowledges the success of employees and recognize their contributions

2

DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work.

Always ready to jump in and get the project done as expected

Seeks opportunities to coach others on how to selflessly give the very best

2

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.

Easy to get depressed if the results of the work done are wrong

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

1

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.

Looks for other people to do personal duties and claims to have done them

Takes the management very lightly and does not respect others

1

PROJECT AND GOAL FOCUS: Project and Goal Focus is setting your mind and heart on things that matter and add value to your life against those things that add no value at all or of little value.

Does not review progress or take stock of everything that one has accomplished on a regular basis

Does not identify the next action for each goal thus fails to initiate or maintain the required momentum

1

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

Hardly knows how to use the internet to search for information

Makes little effort to participate in online tech communities that consist of technology savvy individuals sharing new technology ideas

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?

Give an instance that you did not listen carefully and you ended up messing the situation.

[employee comments]
TEAMWORK SKILLS:

Do you always take credit for what others have done or you appreciate their efforts?

Give an instance you helped your team members to finish their tasks before the deadline?

[employee comments]
FACILITATION:

Is there a time when you have faced challenges when coordinating a group? How did you overcome the challenges?

Is there a time when you assigned different tasks to group members, but the work was not done as you expected? What do you think was the problem? How did you fix it?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

How would you deal with a team member who is always picking fights with others or is difficult to work with?

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]
LEADERSHIP SKILLS:

Do you offer concern and assistance for poorly performing employees?

Are you likely to favor and compromise justice in the event of a conflict?

[employee comments]
DEDICATION TO WORK:

Do you feel unable to accomplish a task even before beginning it?

Do you agree with your supervisors view on areas you need to change?

[employee comments]
FLEXIBILITY:

Do you execute tasks promptly or are you always late?

Are you able to handle more than one task within a given period?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you fully commit yourself to serve your company and do your best?

Do you pay careful attention to coaching and implement it in your work?

[employee comments]
PROJECT AND GOAL FOCUS:

Is there a time when you have missed goals? What were those goals and why did you miss them?

What are some of the things that get you distracted when trying to achieve your goals? How have you handled this?

[employee comments]
TECHNOLOGY TREND AWARENESS:

How often do you encourage colleagues to use the internet to search for information easily?

Have you ever advocated for the implementation of modern technologies that can assist in sharing and storing data more efficiently?

[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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