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

A Senior Process Engineer - Chromatography is responsible for evaluating the process's effectiveness, quality and safety while identifying areas that need improvement, change to make the process efficient and less costly in the pharmaceutical sector.

The primary obligations of this position include maintaining, repairing and calibrating complex machinery, preparing and evaluating solutions, separating and identifying chemical compounds - gas, high-performance liquid, gel permeation, thin layer and ion exchange, observing and analyzing the process and reporting the findings, recommending additions required and identifying areas that should be changed or replaced, document their findings for internal records, managing and coordinating transition from product development to final production.

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

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.

Delivers work way past the deadline and does not explain reasons for that.

1

DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome.

Includes details and straightforward instructions in order to avoid most communication gaps and allow tasks to be executed effectively

Allows the person assigned the task to complete the task in a way he/she feels more effective for obtaining the desired objectives

2

TALENT MANAGEMENT: Talent Management is the shift that is used when hiring, training, and retention of the most skilled and superior employees available in the job market.

Assumes that the employees cannot leave and constantly tells them how lucky they are to be part of the company

Blames employees for things that they have no control over, which lowers the morale of the employees

1

PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done.

Uses a work area that is a giant mess making it impossible to find information required on time

Tends to make arrangements at the last minute mostly when damage has already occurred

1

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.

Highly efficient timekeeper ensuring projects are delivered within the set deadlines

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

2

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Maintains the highest levels of personal integrity that make them admirable

Uses the promises made as the bond, always sticking by them

2

HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it.

Uses guesswork instead of asking for clarification on a project thus, ends up making serious mistakes and getting stressed up

Is negative minded; focuses on the problem or challenge one is facing rather than adjusting one's mindset to look for solutions

1

RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant.

Sets goals that are either too difficult or too easy to accomplish or does not set goals at all

Always has a hard time asking for guidance or understanding what the results of a project should be

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

Does not show patience or perseverance for pursuing the matter at hand until the cause is exposed

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

Shows little willingness to accept feedback, learn, and listen to concerns of others

1

Self Evaluation

Self Evaluation Question

Employee Comments

URGENCY:

How can you rate yourself regarding responding to work related duties?

Is there a time you had to delegate tasks to your colleagues when it required urgency?

[employee comments]
DELEGATION:

Is there a time when you have made a terrible mistake due to poor delegation skills? What happened and how was it resolved?

How do you deal with an employee who does not deliver a project on the agreed time?

[employee comments]
TALENT MANAGEMENT:

Describe a hiring process that was very successful. Which were your main points of focus?

Can you give one example of a suggestion that you made that was implemented in the talent management field?

[employee comments]
PLANNING AND SCHEDULING:

Is there any area that takes additional time to plan and how do you intend to work on it?

Do you have a workable daily schedule that you consistently follow?

[employee comments]
COOPERATION WITH COLLEAGUES:

Are you willing to reconcile when a conflict occurs in the workplace?

Do you take delegations from your team leader with the same seriousness as you take one from the manager?

[employee comments]
DEPENDABILITY:

Are you trustworthy to handle the tasks given without passing them on to others?

Are there areas you have not showed or practiced dependability that you need to change

[employee comments]
HANDLING STRESS:

How do you know a colleague is stressed up? What skills do you use to help colleagues manage stress?

Is there a time when your work has been criticized? How did you receive the criticism?

[employee comments]
RESULTS ORIENTATION:

What are some of the most common things that prevent people from achieving results from their goals? What do you think they should do differently?

How do you motivate your team members to stay focused on achieving results?

[employee comments]
MANAGING DETAILS:

Is there a time when you have failed to deliver a project on time because you didn't have all the required information? What happened?

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]
DIVERSITY AWARENESS:

Have you participated in events that are diversity-related and what efforts are you making to promote them?

Have you ever made a joke that offended the beliefs of someone else and how did you rectify the situation?

[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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