Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a research greenhouse supervisor. Find the right words with quality phrases.
A Research Greenhouse Supervisor is responsible for overseeing greenhouse researching and supervisory work in the conduct of general and specialized greenhouse operations involving both complexes of institutional greenhouses and auxiliary support units - the hothouses and plant growth chambers.
The essential functions of this position includes planning, coordinating and directing the operations of a complex institutional greenhouse, soil storage research, examining specialized plant growth, management facilities, and equipment, coordinates with administrators or project leaders on work plans, make recommendations for implementing the greenhouse production schemes involved, researchers and determines the appropriate method for mixing soil and other ingredients to prepare for proper growth medium for the greenhouse plant production, inspects greenhouses, hothouses, ground storage and handling facilities.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| URGENCY: Urgency is the speed that drives businesses fast in order to keep them from disconnecting from what they are aiming to achieve but pursue it with a sense of urgency. | Always slow and unproductive when responding to the various office duties. Not ready or is reluctant to adjust work schedule to assist in any other work that is assigned. | 1 |
| 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. | Does what one can to help the employee improve and correct the issue at hand swiftly and quickly Makes sure that the employee one is giving feedback is comfortable with it and is able to apply it practically to become more productive at work | 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. | Does not support the team spirit nor the company policies Does not commit work to the team in line with the organizational goals | 1 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Doesn't communicate well on the understanding of the given tasks and desired results Always talks about others creating an environment that is not trustworthy | 1 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Gets started on major projects as early as possible, anticipates situations that may affect these projects and works to prevent them Meditates regularly in order to control the thoughts that can trigger stress at work | 2 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Takes the initiative to contact customers or research the effectiveness of the suggested solutions; continues to try new solutions until the desired result is achieved Uses the appropriate methods, tools, and criteria in order to regularly evaluate the company's processes, services, and deliverables | 2 |
| QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with. | Lets new employees try to do tasks with zero guidance instead of training them the skills they need to do their job Delegates tasks to team members without considering their skills, strengths, or weaknesses | 1 |
| BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world. | Shows up late for meetings, rarely prepares for meetings, and misses most meetings Raises the voice when disagreeing with what others are saying | 1 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Does little to discourages harassment, bullying, and abrasive behavior and lags behind in promoting team building activities Rarely participates in events that are diversity-related and makes little efforts to promote them | 1 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Hardly encourages team members to take part in training sessions Does not make any effort to evaluate the outcomes of a training session | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| URGENCY: Have you at any time taken extra work when called upon by others? Have you worked overtime in a bid to finish any urgent matter? If yes, how was the feeling? | [employee comments] |
| GIVING FEEDBACK: Describe the most difficult performance review you have handled. What made it difficult and how did you go about it? How do you deliver negative feedback without hurting the feelings of other employees? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Are you open to criticism both from management and coworkers? What are your strengthens and how do you utilize them in the group? | [employee comments] |
| ORIENTATION TO WORK: Are you able to plan on each day's goals and meet targets set by the company? How well do you relate to your co-workers and management? | [employee comments] |
| HANDLING STRESS: Give an example of a time when you have worked with a team that was facing a very stressful situation. How did you help the team members handle the situation? What ways do you use to identify your stress triggers? What do you do to make sure that the same stressful situation does not reappear? | [employee comments] |
| RESULTS ORIENTATION: Describe a particular time when you have been effective in prioritizing tasks and accomplishing a goal on schedule. What are the challenges you faced and how did you overcome them? Describe a project that you have started on your own recently. What motivated you to get started? | [employee comments] |
| QUALITY OF WORK: What do you think your company should do to fix some of the most common quality-related issues? Speed is important to complete work when one is under pressure. How do you make sure to work fast and maintain accuracy at the same time when working on a tight deadline? | [employee comments] |
| BUSINESS ETIQUETTE: Can you think of an instance where you felt you had raised your voice? How did you correct the situation? What efforts are you making to respond to messages promptly and always call back? | [employee comments] |
| DIVERSITY AWARENESS: What have you done to increase your understanding of the perspectives of others? Have you ever made a joke that offended the beliefs of someone else and how did you rectify the situation? | [employee comments] |
| TRAINING OTHERS: What are you doing to concentrate during training sessions and do you encourage others to concentrate? What efforts are you making to attend important training sessions? | [employee comments] |
Summary |
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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: |