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

A Biofuels Production Technician is accountable for performing and keeping records of the production process maintenance, repairs, and safety inspections.

The responsibilities for this role include inspecting biofuels plant or processing equipment regularly, collecting biofuels samples and performing routine laboratory tests or analyses to assess biofuels quality, recording or reporting pollution and mechanical problems, measures and observes raw biofuels feedstock, evaluating the quality of biofuels additives for reprocessing, calibrating liquid flow devices and meters including fuel, chemical, and water meters Operates valves, pumps, engines, or dynamos to control and adjust biofuels production, processes refined feedstock with additives, calculating, measuring, loading and mixing refined feedstock that is used in biofuels production.

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

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.

Keeps meetings short and to the point, while capturing key agendas.

Always focused when handling a particular task and ensures there is less distraction around.

2

TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback.

Not always willing to help if needed and drags the team from going forwards.

Always allows other to do much of the work and does less of it.

1

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.

Struggles to adapt to bigger changes at work that affect the whole department

Not consistent in following the job descriptions given ending up not understanding what to do

1

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

Holds high ethical standards that are apparent through all the work delivered

Always eager to obtain constructive feedback that ensures better performance in all the tasks

2

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.

Gathers all the facts and gets inputs from others before making effective decisions

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.

Does not understand how to execute tasks that are based on the level of training provided

Pursues personal goals at the expense of the business goals

1

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 feel free to express wishes, thoughts, and feelings and to encourage others to do likewise

Whines or shies away from asking people's opinion and drawing them into open group discussions

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

Sets unrealistic goals for oneself and members of the team and blames them when these goals are not accomplished or when work runs late

1

RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly.

Uses the company resources for unnecessary ventures rather than for ventures that increase its productivity

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:

Do you feel you value your job? Explain your answer.

Do you feel the rules, procedures, and protocols of the company are relevant to having an organized workplace?

[employee comments]
URGENCY:

Have you at any time taken extra work when called upon by others?

Is there a time you had to delegate tasks to your colleagues when it required urgency?

[employee comments]
TEAMWORK SKILLS:

Do you always take credit for what others have done or you appreciate their efforts?

Are you always aware of your roles and responsibilities within the team and how do you feel about them?

[employee comments]
FLEXIBILITY:

Are you adaptable to a new working environment with new people?

Do you handle all tasks with the seriousness they deserve do you take some for granted?

[employee comments]
INITIATIVE:

Are you pushed to think creatively and explore new opportunities?

Do you take positive criticism well or do you allow your feeling to lead you?

[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 make an immediate corrective action based on the coaching or feedback you receive?

Are you personally aware of areas you need to change?

[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]
QUANTITY OF WORK:

Describe a big change that occurred in a project you were working on. How did you take advantage of this change to improve your productivity?

Describe a time when you had to focus all your attention and energy to get a project done. Did you meet the set productivity goals?

[employee comments]
RESOURCE USE:

What factors have you considered when managing resources at work?

Describe a time when you have had to use a resource for a longer period of time than you expected? What were the consequences?

[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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