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

An Environmental Analyst has the primary responsibility for collecting, analyzing and interpreting data of water, soil, geology, air pollution in a bid to find solutions to the environmental problems. He/she is involved in collecting, studying, and analyzing data that helps in proposing policies and actions aimed at creating interactions with the environment that are less harmful and cleaner.

Other key responsibilities include determining proper use of land, monitoring biological and chemical levels in the environment as well as regulating and creating policy changes when working for the state. For the private companies, they ensure there is compliance in environmental regulatory and also assess the environmental impact of company practices.

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

CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking.

Does not demonstrate a curious type of attitude to try to find out a little bit more on issues.

Not willing and inflexible to change tact or strategy when the initial plan fails to achieve the desired effect

1

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.

Knows how well to handle clients and their various problems.

Knows how to establish and maintain personal networks and relationships that are useful in troubleshooting.

2

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Looks at only a part of the company but not as a whole during a strategic planning meeting

Fails to make employees aware of the goals and therefore the employees do not understand what is expected of them

1

PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions.

Has a laid back management style that does not offer structure and form to the employees leading to inferior performance

Has abysmal listening skills that do not care what the employees are saying

1

SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life.

Develops an environment of providing motivation and encouragement to all employees equally

Effectively communicates organizational policies and other critical information to subordinates

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.

Concerned with how work scheduling is done to avoid overcrowding some employees

Can be trusted to lead the group without the team leader around

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.

Is tied into one's ego and is not quickly willing to admit when something is not working

Stops working whenever one feels bad about a goal thus never achieves them

1

USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it.

Is not able to stand for own values in the face of criticism; often does what other people want but not what one thinks is right

Bases own opinions on what others think instead of doing own research and looking at both sides of the story

1

ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal.

Keeps an unorganized desk and clutter thus feels overwhelmed and makes it hard for one to concentrate

Trusts own memory to store all the commitments that one needs to meet instead of writing the commitments down in a planner or a diary

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.

Treats others unfairly and plays favorites, which often leads to formal complaints

Does not show willingness to obtain further training focused on the importance of equity and fairness

1

Self Evaluation

Self Evaluation Question

Employee Comments

CRITICAL THINKING:

Give an instance you hurriedly made a decision without thinking it through and what was the result?

How flexible are you when it comes to trying different ways of solving problems other than the intended way.

[employee comments]
TROUBLESHOOTING:

Give an instance you tried to troubleshoot, and you were not successful.

Have you ever been given feedback and you implemented it? How was the result?

[employee comments]
STRATEGIC PLANNING:

What are your long-term and short-term goals? What have you done to achieve them effectively?

What tips would you offer anyone who is taking a role that involves strategic planning and accountability for decisions?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Do you give enough directions to the employees or you leave them to figure things out?

Do you reward employees who are working hard reaching their goals all the time

[employee comments]
SUPERVISORY SKILLS:

Do you measure your performance as you gauge the performance of the employees?

Are you reliable to give a competent report on each employee's abilities?

[employee comments]
COOPERATION WITH COLLEAGUES:

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

What are your strengthens and how do you utilize them in the group?

[employee comments]
PERSISTENCE:

How do you motivate your team members to remain persistent? Can you give an example of a time when this was practical?

What have you done in the past to become successful in achieving your goals?

[employee comments]
USING COMMON SENSE:

When is the last time you failed in a project because you did not use common sense? How did you rise up?

How do you go about making decisions? How do you calculate your next action when solving a problem?

[employee comments]
ORGANIZATIONAL SKILLS:

How have your organizational skills helped you manage your tasks and achieve your goals?

Describe a team project that was successful due to good organizational skills. What was your role?

[employee comments]
BUSINESS ETHICS:

What are some of the contributions you have made in making changes in policies to eliminate unfair elements?

Have you ever participated in forums that discuss the role and importance of integrity and honesty?

[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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