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

A Biodiesel Processing Technician is responsible for manufacturing cluster production pathway as well as calculating, measuring, loading mixing and processing refined feedstock with additives in dissolving or reaction process vessels and monitoring the manufacturing process.

The duties for this role include operating equipment like the centrifugal to extract biofuels products and secondary reusable fractions, operating valves, pumps, engines or generators to control and adjust biofuels production, operating the chemical processing equipment for the manufacture of biofuels, assessing the quality of the additives for reprocessing, calculating, measuring, loading or mixes refined feedstock used in biofuels production, inspects biofuels plant or processing equipment regularly, measuring and monitoring raw biofuels feedstock.

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

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.

Does not follow the company's dress code protocol to the letter

Difficult coming up with workable solutions to basic workplace problems.

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.

Shows and maintains a calm, alert, and sober attitude when working under high pressure.

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

Neglects the less important tasks and does not give them much thought

1

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Must always be under close supervision to perform or complete any task

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.

Stand up tall with confidence when making decisions that require much thought

Always willing to work on activities that can affect the company with great caution

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.

Displays excellent management skills in how to manage time and resources

Listens to the counsel of the management and coworkers and adjusts where there is need

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.

Does not have control over anger or the ability to talk about it in a reasonable manner

Discourages other employees from openly voicing their views, ideas, and feelings

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.

Does not have the ability to control and handle anger, frustrations, annoyance, sorrow and other emotions

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.

Does not exert the consistent effort needed to meet own goals; sees own output slipping but does nothing about it

Works on many tasks that should be delegated thus constantly feels overwhelmed

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

Does not take the time to learn employee's strengths and skills thus matches the employees with inappropriate tasks

1

Self Evaluation

Self Evaluation Question

Employee Comments

ORGANIZED WORKPLACE:

Are you are reliable workmate? If yes, what have you done to show that?

How can you rate the general work morale? Are people in good spirits when discharging their roles?

[employee comments]
URGENCY:

Is there a time you had been called to help in other urgent tasks?

How can you rate your level of response when it comes to handling work issues with urgency?

[employee comments]
FLEXIBILITY:

Do you execute tasks promptly or are you always late?

Are you able to handle project concerns that are required to complete projects?

[employee comments]
INITIATIVE:

Do you have to be told what to do or you take the lead?

Do you have the ability to plan your personal goals and accomplish them?

[employee comments]
ORIENTATION TO WORK:

How well do you manage your time assigned for the tasks?

Are you a fast learner or you need something repeated over and over again for you to understand?

[employee comments]
PERSONAL GROWTH:

Do you consider the requirements carefully before handling any task?

Would you like to see your career grow as the company does?

[employee comments]
ASSERTIVENESS:

Is there a time you had to speak up in order to be sure that other people knew what felt or thought?

How often do you encourage your colleagues to get into groups in order to make decisions that should be made jointly?

[employee comments]
EMOTIONAL INTELLIGENCE:

Describe a time when you received feedback on your performance, and you had to disagree with it. How did you handle the situation?

Is there a time a colleague came to you with a problem? How did you respond?

[employee comments]
QUANTITY OF WORK:

What are some of the skills you have acquired to improve your productivity at work?

What do you think can be done differently to improve the overall productivity of your company?

[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

How have you ensured a fair and balanced resource allocation when planning your projects or tasks?

[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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