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

An Erosion Control Specialist has the primary responsibility of developing practices that promote soil erosion control, conservation of soil or water and proper use of land. He/she provides a management plan for erosion control as well as providing technical assistance in the planning and designing of erosion control practices.

Other associated duties include taking part in the implementation of erosion control law, conduct inspection and recommend the enforcement of erosion control plans, develop and maintain guidance documents for erosion control, visit areas that have erosion problems to determine the cause and provide solutions, advice land users on problems , plans and solutions for soil conservation as well as plan conservation practices such as reforestation, crop rotation or contour plowing to prevent soil erosion.

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

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 know how to handle client's issues and ensure they are satisfied.

Does not know how to use past knowledge and experience to help in solving problems.

1

PERFORMANCE MANAGEMENT: Performance Management is a method by which supervisors and employees work together to plan, monitor and review the employee's work objectives and overall contributions to the organization.

Holds multiple meetings with disengaged customers in order to try and get to the main cause of their dissatisfaction

Offers monthly commission to employees based on the quality of service delivered and the overall customer's experience

2

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.

Is not open or approachable to employees leaving them not helped

Does not care about the employee's personal need nor understand their circumstances

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.

Fails to provide a working environment that meets the subordinate's expectations

Ignores confrontations and overlooks mistakes leading to a dissatisfied workforce

1

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Challenges the teams to think creatively and come up with required solutions

Displays a high degree of tenacity in working with the teams to deliver quality 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.

Highly efficient timekeeper ensuring projects are delivered within the set deadlines

Very open to correction and communication both from coworkers and management

2

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Compares oneself to other employees, their lives, and their positions at work and in the society, which causes unhappiness, frustrations, and low self-esteem

Evaluates a situation based on assumptions from other people instead of investigating things for oneself

1

SELF-DISCIPLINE AND SENSE OF DUTY: Self-Discipline and Sense of Duty is an active effort which helps in developing set ways for your thoughts, actions, and habits empowering your to stick to your decisions.

Blames others for own unfortunate decisions and actions rather than accepting responsibility for own behavior

Focuses own efforts on irrelevant tasks and fails to do what actually needs to be done

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.

Goes back and forth between different tasks thus slows down own brains and clouds own judgment

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

Rarely trustworthy, hardly respected for being honest, and is not regarded as credible

1

Self Evaluation

Self Evaluation Question

Employee Comments

TROUBLESHOOTING:

Give an instance that you used your past knowledge to solve a current problem?

What do you consider as your best and worst experience when it comes to troubleshooting?

[employee comments]
PERFORMANCE MANAGEMENT:

Describe a time when you have had an employee who exceeded the company's goals and sought more responsibility. How did you keep the employee motivated to continue with the good performance?

How have you motivated employees to do well at work? Why did you motivate them and what was the outcome?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are the goals you set achievable or do they cause work stress among the employees?

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

[employee comments]
SUPERVISORY SKILLS:

Do you develop an action-oriented plan to improve competence and impact in the workplace?

Are you able to develop supervision skills in others through your own experience?

[employee comments]
DEVELOPING OTHERS:

Do you consult the rest of the management before you make decisions?

Do you delight in developing others? capability and making them better?

[employee comments]
COOPERATION WITH COLLEAGUES:

Are you open to criticism both from management and coworkers?

Do you deserve a promotion gauging from the work you have done as a team?

[employee comments]
PRACTICAL THINKING:

Describe a project that went wrong due to poor practical thinking strategies. How did the problem occur and how did you solve it?

What have you done to improve your practical thinking skills? How has this helped your career life?

[employee comments]
SELF-DISCIPLINE AND SENSE OF DUTY:

Describe a task that required you to remain self-disciplined from the start to the end. How did you manage it?

Describe a time when you have been able to overcome a significant problem on an important project. How did you go about it?

[employee comments]
ORGANIZATIONAL SKILLS:

Is there a time when your schedule was suddenly interrupted? What caused the interruption and how did you get your activities back on track?

Do you prefer phone or email conversations when communicating with a colleague at work? Explain your answer

[employee comments]
BUSINESS ETHICS:

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

Were there any times where you got awarded for displaying consistent honesty and integrity?

[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:

Written by on