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

An environmental education specialist creates environmental awareness and informs the public about preservation, sustainability, and conservation by planning, developing, and conducting programs in learning institutions or conferences. He/she provides educators with technical assistance for the integration and evaluation of environmental education in the school curriculum.

Other than giving advice on environmental education matters, other duties include; providing the public, educators, agencies and environmental educational centers the technical assistance and consultative services in planning, coordinating, delivery and evaluation of programs in environmental education. Other roles include interpreting and applying laws, rules, policies and regulations relating to environmental education programs; monitoring and reporting regularly on the environmental literacy in the area as well as developing and distribution resource materials.

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

SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds.

Does not create time to inspect the facility for areas that need repair or improvement

Does not seek employees input on how to maintain a higher level of safety awareness in the company

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.

Compares performance to the company's standard and avoids evaluating an employee's performance against another employee or based on cultural differences

Regularly listens to customers' demands and checks back with the customers to make sure that the company measures meet their desires

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.

Rejects and abandons employees to work on their own without giving them any support

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.

Turns small problems into big issues sometimes involving the entire staff

Ignores confrontations and overlooks mistakes leading to a dissatisfied workforce

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.

Always works with others to ensure deadlines are met and quality work delivered

Very open to correction and communication both from coworkers and management

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.

Listens carefully and learns from the advice given by colleagues, customers, and competitors on how to improve one's approach towards a certain goal

Upholds discipline and good habits in order to stay in the course even when faced with difficult situations

2

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

Shows little concern for the assigned tasks; fails to meet service, quality, and productivity standards for any assigned task

Does not stay on top of repeat problems that distract the smooth running of the company and its productivity

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.

Spends most of the work time either on focusing on areas that are not important or on doing meaningless tasks

Does not know how to anticipate problems thus panics when faced with challenges on the way to accomplishing own goals

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.

Is reluctant to explain to employees the importance of producing quality work or problems that the company could face if employees continued producing low-quality work

Does not check the source of data before using it on projects thus sometimes makes serious mistakes

1

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

Shows unwillingness to understand individuals and groups with different cultural practices and beliefs

Possesses little knowledge about different cultures and hardly respects cultural values and beliefs of other people

1

Self Evaluation

Self Evaluation Question

Employee Comments

SAFETY AT WORK:

Describe a time when an accident happened at work. What caused the accident? What did you do to help those who were involved?

Is there a time when you have had to deal with an employee who repeatedly ignored the company's safety instructions? What did you do?

[employee comments]
PERFORMANCE MANAGEMENT:

Describe a time when you have been required to explain a negative performance review to an employee. How did you prepare and what was the response?

Can you describe an occasion when you have encountered problems when managing performance? How did you overcome these problems?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Do you make decisions with the employees in mind or do you just consider your own needs?

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

[employee comments]
SUPERVISORY SKILLS:

Have you come up with appropriate boundaries and do you follow them?

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

[employee comments]
COOPERATION WITH COLLEAGUES:

Are you available when your team needs you to finish tasks?

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

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

[employee comments]
RESULTS ORIENTATION:

Is there a time when you have handled a project that demanded a lot of effort? How did you go about it?

Describe a project/goal that required you to pay attention to detail. How did you go about accomplishing it?

[employee comments]
USING COMMON SENSE:

Describe a time when you have had an argument with your boss because you had not done something that required common sense. What was it and how did you defend yourself?

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

[employee comments]
QUALITY OF WORK:

Describe the most challenging task you have handled. What made it challenging and what was the quality of work produced?

How have you made sure that your projects meet the agreed quality standards? What tools or methods have you used?

[employee comments]
INTERCULTURAL COMPETENCE:

Are you actively involved in celebrations and events that feature people with different cultures?

What efforts are you making to enhance your knowledge about different cultures?

[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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