Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an air quality chemist. Find the right words with quality phrases.
An air quality chemist is responsible for evaluating the quality of air and find out the types of contaminants present and their concentration. He/she does this by conducting quantitative and qualitative physical and chemical analysis on the samples taken by applying various techniques and procedures using the right instruments.
Duties in this position include evaluating air quality by performing analysis to determine, identify and separate air contaminants; evaluating and interpreting analytical results; setting up, operating and calibrating laboratory equipment as well as making minor adjustments and repairs; maintaining the quality assurance program by analyzing samples from other air quality laboratories; preparing the standards for gas and liquid calibration; ordering and maintaining the inventory of supplies and laboratory equipment as well as preparing reagents and chemical solutions.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
|---|---|---|
| TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system. | Does not have the technical deduction and logical isolation skills and capabilities. Does not know how to use past knowledge and experience to help in solving problems. | 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 Gives objective and forward moving feedback that motivates and inspires the other person to perform better | 2 |
| EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling. | Has trouble dealing with interpersonal conflicts at work, home and in the community Does not show interest in people outside one's own social circle or new employees | 1 |
| SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace. | Does not show willingness to listen to new ideas and opinions from other employees and clients Easily loses focus and gets sucked into social media and other small distractions | 1 |
| FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail. | Makes sure one has all the information needed before starting any task or project in order to avoid producing incorrect work Pays attention to long-term projects and makes sure to not fritter away one's time at work surfing on the internet | 2 |
| PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face. | Makes a clear statement of how one feels, without becoming angry, irritated or defensive, no matter the number of times one has to repeat oneself Keeps one's thoughts focused on taking action towards own goals and avoids negative thoughts that ruin one's concentration | 2 |
| PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish. | Is unwilling to resume responsibilities outside of one's own job description Is unable to control one's emotions and is always picking fights with fellow colleagues and customers | 1 |
| GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time. | Sets different goals for team members with similar responsibilities thus encourages internal rivalries that lead to diminished morale Describes own goals and objectives in a negative way thus feels demotivated and lacks morale to accomplish them | 1 |
| BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times. | Hardly pays attention to rules and regulations and requires constant supervision Does not consider fairness and equality when implementing activities and programs | 1 |
| TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually. | Does not show willingness to learn more about specialized technology fields Does little to seek for assistance when faced with challenges related to installing, using, and troubleshooting computer software | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| TROUBLESHOOTING: Give an instance that you used your past knowledge to solve a current problem? Give an instance you handled a task with so much uneasiness and a restless mind and what was the outcome? | [employee comments] |
| GIVING FEEDBACK: Describe the most difficult performance review you have handled. What made it difficult and how did you go about it? What techniques have you used to track an employee's performance in order to give the best feedback? | [employee comments] |
| EMPATHY: Think of a time you had to address an angry client. How would you assess your role in diffusing the problem? What is one thing you wish other colleagues knew about you, but they don't? | [employee comments] |
| SELF AWARENESS: Is there a time when you were surprised about the positive impact your words or behavior had on a colleague or client? Are there times when you have reacted to someone or something in the workplace in a way you did not intend to? How did you fix that? | [employee comments] |
| FOLLOWING DIRECTIONS: How do you make sure that you remember all the instructions you have received to perform a certain task? Is there a time you have had a conflict with a customer or colleague due to not following simple instructions? How did you resolve the conflict? | [employee comments] |
| PERSISTENCE: How do you show persistence in the workplace? Describe a situation that has forced you to remain persistent at work What have you done to develop the inner energy that keeps you going when facing tough situations at work? | [employee comments] |
| PERSONAL DRIVE: Is there a time when you have received an award from the company? What was the award? Why did you receive the award? If you were given a management role, how would you create a working environment that employees found motivating? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: Describe a time when your team failed to meet its goals due to an underperforming employee. How did you deal with the situation? What do you look for in team members when setting goals for the team? How do you keep track of your team goals? | [employee comments] |
| BUSINESS ETHICS: How do you avoid temptations to use dishonest data, figures, and facts to support conclusions? What efforts have you made to enhance your intellectual understanding of legal guidelines pertaining equitable treatment? | [employee comments] |
| TECHNOLOGY SAVVY: What efforts are you making to improve your capacity to work anytime from anywhere and on any device? What are you doing to increase your capacity to operate modern electronic devices? | [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: |