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

A systems integration engineer is responsible for developing and managing the engineering of a prototype build and also creates models and algorithms applying performance data to evaluate potential system operation. He/she integrates with hardware OEM/ODM and vendors of chipset and acts as the main contact for resolving technical issues.

Other responsibilities of a professional in this capacity include upgrading new fields and integrating them into third party systems within the customer environment, participate in product development and integrate as well as evaluating new systems. He/she also prepares the test equipment and maintains a record of the test data. Finally, he/she supports the integration of systems at third party labs.

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.

Does not know how to give feedback and asks irrelevant questions.

Show signs of being easily distracted by other things during a conversation.

1

SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds.

Makes sure that flammable trash such as oils, paper, and dry wood is disposed daily

Regularly checks all tools and equipment in order to make sure that they are well maintained and safe to use

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 provide group members with materials or tools necessary for effective group discussions

1

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Attends networking events but remains in the company of a friend or colleague one attended the event with

Stays talking to a person one already knows instead of interacting with those one doesn't know

1

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Challenges the teams to think creatively and come up with required solutions

Devises new plans to help out often with severe challenges

2

COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition.

Holds respect for coworkers thus creating a peaceful atmosphere in the workplace

High performance on group tasks given without waiting for someone else to handle them

2

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.

Does not care about any creativity and ignores the innovative employees

Avoids and keeps away from projects that call for creative thinking

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

Carries a selfish attitude that creates a rift between colleagues

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 document steps taken to solve previous problems thus is unable to apply that knowledge to prevent future problems

Jumps into solution mode even before one understands the problem thus sometimes makes a small problem seem bigger than it should be

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

Lags behind in using of artificial intelligence to execute repetitive, multiple, and complex tasks more efficiently

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 in most cases ask relevant questions when having a conversation?

[employee comments]
SAFETY AT WORK:

Give an example of a time when an employee caused an accident due to neglecting safety procedures. How did you deal with him/her?

Can you give an example of a time when you had to stop an important process due to the danger of imminent accidents?

[employee comments]
FACILITATION:

Is there a time when your group did not meet a project deadline? If yes, why? What did you do?

How do you encourage group members to stay motivated when there is work pressure?

[employee comments]
NETWORKING:

Describe a networking event that changed your career life. What was the event about? What happened?

What value have you added to the new connections you have made? How do you make them feel part of your team?

[employee comments]
DEVELOPING OTHERS:

Are you a fast learner and can you impart what you learn fast enough?

Do you rely on personal knowledge or do you get more knowledge from others?

[employee comments]
COOPERATION WITH COLLEAGUES:

Are you open to criticism both from management and coworkers?

Do you deserve a promotion gauging from the work you have done as a team?

[employee comments]
CREATIVITY:

Have you exhausted all your creative skills and solutions that would be beneficial to the business?

Are you motivated to do better every time you give a workable solution to a challenge?

[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]
SEEING POTENTIAL PROBLEMS:

Is there a time when you have faced a huge problem that could have been prevented? How did you go about solving it?

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

[employee comments]
TECHNOLOGY TREND AWARENESS:

Are you making any efforts to learn more about internet security, privacy, and confidentiality?

What are you doing to encourage more colleagues to participate in online tech communities where individuals share technology ideas?

[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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