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

An Air Analyst is liable for reviewing data, creating estimations, making presentations about flights and other aspects in the aviation field. This position specializes in different areas like defense or aerospace.

This post has important tasks that include, comparing weight or counting particles with the volume of air and computing the percentage of concentration per cubic foot of air tested by the use of mathematical and chemical formulas, weighing or determining the amount of collected particles, analyzing the air samples in industrial establishments to determine the amount of suspended foreign particles and the effectiveness of control methods using dust collectors, prepares clear summaries of findings for submission to appropriate department, conducting research in accordance with the rules set by the FAA.

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

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Always delivers talks or speeches before doing thorough research on the topic.

Maintains a boring conversation by asking close-ended questions that only require one-word answers.

1

PHONE SKILLS: Phone Skills are useful to present a professional company image through the telephone to the customers while making them feel well informed and appreciated without necessarily seeing their faces.

Takes charge of the telephone conversation when making the call first.

Ensures to do callbacks to give responses and feedback if promised to do so earlier.

2

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Does not see the need for prioritizing and scheduling own tasks thus ends up missing important deadlines or business appointments

Gets depressed when faced with challenges; is not able to remain when faced with a difficult situation

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.

Stresses about the difficult person all the time, even when one is taking a day off

Does not know how to choose own battles; confronts difficult individuals with pride even when one knows they are not going to win the argument

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.

Ensures good example is set before other employees especially the newbies

Does not use grooming that conflicts with the company policy

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.

Able to set as well as meet both personal goals and performance goals

Responds with a great attitude to management, co-workers, and customers

2

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.

Sets goals that cannot be achieved in the time frame that one has set for each goal and for oneself

Focuses on many different goals at once thus fails to give individual goals the attention and time they deserve

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.

Exercises control over other employees and shows the unwillingness to welcome any factor that could change own methods of working

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

QUALITY MANAGEMENT: Quality Management is the management approach to the long-term success through customer satisfaction that directly involves the employees in the continual improvement of the daily tasks.

Shows the unwillingness to monitor the quality of the products and services as well or that of the production process

Does not monitor the progress of projects against the milestones or quality standards that have been agreed on

1

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Does not exert the consistent effort needed to meet own goals; sees own output slipping but does nothing about it

Works on many tasks that should be delegated thus constantly feels overwhelmed

1

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

How well can you rate your verbal skills and what are you doing to improve?

How do you aim to improve your verbal communication skills to be the best in it?

[employee comments]
PHONE SKILLS:

Give an instance you were called by an irate caller and explain how you handled it?

Give an instance you had to talk to someone on the phone while in a loud place? How well did the conversation go?

[employee comments]
KNOWLEDGE OF JOB:

Is there a time when you faced a problem because you had not understood a certain concept in a project? What happened?

What is the most difficult and challenging thing about your job? How do you handle it?

[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 would you deal with a team member in your group who constantly talks more than all the others? Is there a time when this ha happened at work?

[employee comments]
APPEARANCE AND GROOMING:

Do you follow the company policies and regulations in regards to how you should dress?

What is your level of hygiene that you present to others?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

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

What measures are you meaning to use to become better in executing your duties?

[employee comments]
PROJECT AND GOAL FOCUS:

Is there a time when you have involved other employees in developing your goals? Give an example

How do you differentiate goals that are urgent from those that are important? Give an example

[employee comments]
MANAGING DETAILS:

Describe a project that demanded accuracy from you. How did you go about it and what are some of the challenges you faced?

What are some of the things you have done or skills you have acquired to improve your ability to manage details at work?

[employee comments]
QUALITY MANAGEMENT:

Describe a specific time when you have had to deal with a team member who constantly produced substandard work. How did you go about it?

What motivates you to produce quality work constantly? Describe a time when you have been rewarded for consistently producing quality work.

[employee comments]
QUANTITY OF WORK:

Describe a big change that occurred in a project you were working on. How did you take advantage of this change to improve your productivity?

How have you dealt with a subordinate whose productivity was consistently marginal?

[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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