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

A Biofuels Processing Technician is liable for calculating, loading, mixing and preparing processed feedstock with additives in fermentation or reaction process containers and monitor the production process. This position performs and keeps records of the complete plant maintenance, repairs, and safety inspections.

The major responsibilities of this position include operating equipment like the centrifuge, extracting in the production of biofuels, working valves, pumps, engines or generators to control and adjust biofuels production, processing refined feedstock with additives in fermentation or regression process vessels, assessing the quality of biofuels additives for processing, calibrating liquid flow devices and meters including fuel, chemical and water meters, collecting biofuels samples and performing routine laboratory tests or analyses to assess biofuels quality, inspecting biofuels plant or processing equipment regularly as well as recording and reporting damage and mechanical problems.

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 educate other employees on the importance of wearing protective gear when working around dangerous machinery or working with deadly chemicals

Does not post safety signs thus employees keep on forgetting about the everyday risks inherent in their jobs

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.

Constantly look for potential talent gaps and goes out of the way to motivate employees towards the right direction

Have an outstanding ability to plan and organize both the long term and short term goals

2

PHYSICAL ABILITIES: Physical Abilities is the ability of one's strengths and limitations that are also known as the individual resources to perform well at the tasks given.

Needs more training sessions to improve the technical knowledge of important tasks

Is not willing to do anything physical without others working on it

1

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Tends to be so consistent following own job description thus being resistant to change

Shows reluctance when asked to take over others in the same office or department when necessary

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.

Is specific; states with clarity the exact thing that one wants to be done or what one is refusing to do

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

2

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.

Breaks down large goals into manageable parts in order to stay focused and keep one from being overwhelmed

Refrains from making an ethical decision without first learning the rules; asks own bosses for help before jumping into uncertain situations

2

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.

Jumps into a new situation assuming that one knows just what to do and ends up making terrible mistakes

Defines clear goals but does not develop ways to accomplish them thus often gets frustrated when one doesn't meet them

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

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

1

ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business.

Demonstrates weak oral and written communication skills when sharing an analysis with others

Possesses little understanding about the reliable data collection techniques and ends up analyzing inaccurate data

1

PRODUCT KNOWLEDGE: Product Knowledge is an essential sales skill to understand the features of your product allowing you to present the benefits compellingly and accurately to the customer.

Does not understand most industry trends, terminologies, and concepts surrounding a product

Shows little willingness to understand how products address the needs of clients

1

Self Evaluation

Self Evaluation Question

Employee Comments

SAFETY AT WORK:

Give an example of a time when an employee caused an accident due to neglecting safety procedures. How did you deal with him/her?

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]
PARTICIPATIVE MANAGEMENT:

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

How well do you advise those who want to grow and expand their career?

[employee comments]
PHYSICAL ABILITIES:

Are you willing to help out in tasks that require manual strength

Are you physically fit to take on tasks that require human strength?

[employee comments]
ADAPTABILITY:

Do you prefer an environment with a structured routine or one with new experiences?

Can you describe a situation where you had to move into action without a plan when solving a difficult problem?

[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]
SELF-DISCIPLINE AND SENSE OF DUTY:

How do you know when your behavior is about to get out of track and how do you regulate it? Describe a time when this happened

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]
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?

What have you done to avoid the most common arguments with your colleagues and customers?

[employee comments]
INTERCULTURAL COMPETENCE:

Can you think of a time where you disrespected someone from a different culture? How did you correct the mistake?

Are you actively involved in professional development courses and forums that enhance intercultural competency?

[employee comments]
ANALYTICAL SKILLS:

What is the most complex analytical task you have ever undertaken?

What efforts are you making to search for the best sources of information?

[employee comments]
PRODUCT KNOWLEDGE:

What are you doing to enhance your understanding of industry trends, terminologies, and concepts surrounding a product?

Have you ever failed to demonstrate how a product can be integrated with another? What did you do to improve?

[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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