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

A resource conservation specialist provides the services of natural resource conservation by evaluating the needs and problems of natural resource management, administering conservation programs, conducting investigations on soil, and advising land users on resource conservation projects. He/she analyses problems and suggests solutions relating to resource conservations.

Additional duties in this role include educating and creating awareness about conservation needs; assisting land users in creating plans for resource conservation; estimates the rates of annual soil erosion; designs, lays out and supervises the construction of waterways, ponds, open drain ways, earthen storage facilities and diversion ditches. Other roles include inspecting sites and conducting engineering surveys and soils investigations as well as preparing and updating management plans for soil, forest, animal waste management, and wildlife resource.

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.

Not always willing to seek assistance when faced with troubleshooting difficulties.

Does not consider all the available and potential solutions when solving problems.

1

ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team.

Demonstrates a good ability to a make sound administrative decisions with fairness.

Knows how to negotiate on issues effectively and to get the best deals from the negotiations.

2

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Often picks fights with uncooperative, unreasonable and frustrating employees, customers, and suppliers

Does not ask for feedback from colleagues for fear of being criticized

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.

Gives feedback that goes on for too long without giving the other person time to process the information he/she has received

Always tells employees what they are doing wrong which makes them assume that they are not a good fit for the job

1

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

Works with people who have positive mental attitude and avoids listening to cynical advice and pessimistic colleagues

2

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 challenging yet attainable goals for team members, in order to motivate them, and rewards individuals who have successfully met their goals

Visualizes own goals as already accomplished in order to improve performance, feel motivated and to actually accomplish them

2

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.

Takes too much time to get the job done thus delays output or produces less number of works

Gets depressed when one makes a mistake rather than learning from it and moving forward

1

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.

Does not allow enough time for tasks which makes one feel overwhelmed and increases chances of errors

Delegates tasks to team members without considering their skills, strengths, or weaknesses

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.

Rarely takes part in making changes in policies to eliminate unfair elements

Frequently uses dishonest data, figures, and facts to support conclusions

1

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Does little to develop programs and policies that are acceptable to people with different cultural practices and beliefs

Does little to discourage intolerance between individuals and groups with different cultural practices and beliefs

1

Self Evaluation

Self Evaluation Question

Employee Comments

TROUBLESHOOTING:

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

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

[employee comments]
ADMINISTRATIVE SKILLS:

Being in a leadership role, do you feel you influence those around you positively?

How objectively are you when handling issues and are you governed by reason or emotions when performing your administrative roles?

[employee comments]
MOTIVATING OTHERS:

What is one of the lowest points you have had at work? What did you do to remain motivated and accomplish your goals?

Is there a time when you have not accomplished a task due to lack of motivation? What led to your lack of motivation? How did you fix it?

[employee comments]
GIVING FEEDBACK:

How often do you discuss a person's performance with him/her? Give a specific example

How do you recognize and motivate employees who have constantly demonstrated excellent performance at work?

[employee comments]
PERSISTENCE:

How do you show persistence in the workplace? Describe a situation that has forced you to remain persistent at work

What has been your greatest failure? What would you do differently next time to ensure success?

[employee comments]
GOAL AND OBJECTIVE SETTING:

How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals?

Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do?

[employee comments]
MANAGING DETAILS:

How do you make sure that you have all the necessary tools before starting a project or task?

What are some of the things you have done or skills you have acquired to improve your ability to manage details at work?

[employee comments]
QUALITY OF WORK:

What are some of the programs you have initiated, if any, to train new employees on the company values and standards?

What are some of the tools that you have used to check for information accuracy before working on it?

[employee comments]
BUSINESS ETHICS:

Can you think of a situation where you found yourself straying from the truth and how did you avoid straying?

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

[employee comments]
INTERCULTURAL COMPETENCE:

What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs?

How often do you encourage others to show respect to people with diverse cultural backgrounds?

[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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