Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a process technician. Find the right words with quality phrases.
A Process Technician helps in designing, controlling, operating and troubleshooting specific processes central to the business activities a company.
The duties of this position include optimizing a dedicated process and keeping it on track at all times, maintaining manufacturing process equipment and ensuring all machinery operates in a clean, organized environment, scheduling and performing regular maintenance, cleaning and repairing all equipment, ordering necessary machine parts and repairs of all equipment to ensure optimal performance, documenting all equipment maintenance, making equipment orders, improving or developing safety guidelines for equipment use, planning, analyzing and controlling the quality of manufacturing processes, providing coaching to team members on relevant industry processes and machine operations safety.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| ORGANIZED WORKPLACE: Organized Workplace is a vital characteristic that helps the business to thrive for long term due to the sense of structure and order which efficiently promotes the team spirit. | Maintains an untidy and disorganized workspace area with personal effects not well kept. Manages time in an improper way leading to work piling up overtime. | 1 |
| URGENCY: Urgency is the speed that drives businesses fast in order to keep them from disconnecting from what they are aiming to achieve but pursue it with a sense of urgency. | Shows a great quality of changing tactics when something is not working. Always focused when handling a particular task and ensures there is less distraction around. | 2 |
| FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance. | Easy to get depressed if the results of the work done are wrong Rarely helps others in their department or research based activities | 1 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Highly inactive and not ready to learn any new skills or develop older ones Does not think outside the box and is always afraid of making concrete decisions | 1 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Display sound judgment when deciding on alternatives and choices for performance Avoids personal confrontations in the workplace while looking for workable solutions | 2 |
| PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace. | Ability to lead others in setting personal goals that all result in accomplishing the company goals Welcomes coaching and training that brings out more hidden ability | 2 |
| ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong. | Feels uncomfortable when telling a colleague or friend that they are doing something wrong Focuses on the disagreements, rather than trying to find areas of agreement with the other person | 1 |
| EMOTIONAL INTELLIGENCE: Emotional Intelligence is the capability to identify your emotions, understand what they are telling me and realize how the feelings are affecting you and the people around you. | Has trouble communicating; regularly engages in off-putting conversations and can be highly territorial at times Lacks good communication skills. Easily gets distracted and does not absorb another colleague's point of view | 1 |
| QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer. | Puts off important assignments for easier projects instead of prioritizing and completing the most urgent assignments first Regards productivity as other employees' concern; does not offer suggestions to increase the amount of work one produces | 1 |
| RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly. | Sets clear goals but does not maintain a good communication strategy to let others know what is expected of them Sets unrealistic goals that are highly unachievable thus ends up wasting plenty of the company's time and resources | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| ORGANIZED WORKPLACE: Do you feel you value your job? Explain your answer. How can you rate the general work morale? Are people in good spirits when discharging their roles? | [employee comments] |
| URGENCY: Can you be willing to handle other duties that are not in your job description? Have you worked overtime in a bid to finish any urgent matter? If yes, how was the feeling? | [employee comments] |
| FLEXIBILITY: Are you aware of any negligence found in you that is bringing other's down? Are you consistent in following the descriptions given to finish tasks? | [employee comments] |
| INITIATIVE: Are you prepared to learn new skills and incorporate them into your work? How well do you handle work pressure, deadlines, and coworkers? | [employee comments] |
| ORIENTATION TO WORK: How well do you manage your time assigned for the tasks? How do you deal with office confrontation and do you feel justice has been served right? | [employee comments] |
| PERSONAL GROWTH: Do you value hard work and are you interested in making the best out of it? Are you personally aware of areas you need to change? | [employee comments] |
| ASSERTIVENESS: Can you think of a situation where you felt you had not communicated well? How did you correct the situation? If a colleague was facing a clash of personalities, what steps would you take to make the working relationship run smoothly? | [employee comments] |
| EMOTIONAL INTELLIGENCE: What is one thing that makes you frustrated or angry at work and what do you do when that happens? Can you describe a time when understanding your colleague's perspective helped you resolve an issue or accomplish a task? | [employee comments] |
| QUANTITY OF WORK: Describe a time when you have had to adjust your working pattern in order to be more productive. How did this affect the quantity of work you produced? How have you dealt with a subordinate whose productivity was consistently marginal? | [employee comments] |
| RESOURCE USE: Describe a time when you have started a project without all the required resources. Were you happy with the outcome? Explain your answer What are some of the project management tools that you have used to keep track of your projects or automate important aspects of a project? | [employee comments] |
Summary |
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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: |