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

An Auxiliary Engineer is responsible for operating and maintaining various types of engines and auxiliary instrument to produce heat, light, power and other utility services for commercial and institutional sites.

The primary duties of this post are analyzing and recording instrument readings and equipment malfunctions, operating automated or computerized control systems, auxiliary equipment like boilers, turbines, generators, compressors, pollution control and other equipment to provide heat, ventilation, light, power, refrigeration for industrial plants and other work sites, monitoring and inspecting plant equipment, computer terminals, switches, valves, gauges, alarms, meters and other instruments to measure temperature, pressure and fuel flow, detecting leaks or other equipment malfunctions, to ensure plant equipment is operating at maximum efficiency.

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

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.

Tends to procrastinate work that is assigned leading to piling up of work.

Not ready or is reluctant to adjust work schedule to assist in any other work that is assigned.

1

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Asks one's supervisor what the expectations of a certain project are and works towards meeting those expectations

Offers junior and new employees guidance and encouragement and teaches them how to handle different tasks and set goals

2

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 post safety signs thus employees keep on forgetting about the everyday risks inherent in their jobs

1

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Sets big goals and projects that make one feel intimidated and pressured thus one gets lost in the details

Spends time with colleagues who are negatively minded thus gets discouraged to remain motivated at work

1

MANAGING REMOTE TEAMS: Managing Remote Teams is working under no physical supervision from your manager or supervisor while staying on task and communication to report on the daily progress.

Remains transparent in order to help team members understand the goals they are working towards and their importance to the success of the company

Puts a standard in place for how to reach each other out and how to be ready for an emergency call

2

APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well.

Presents a warm, unique look that attracts customers, coworkers, and staff

Determined to keep the workplace a happy and respectable dwelling

2

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Asks for feedback from employees regarding a project but does not develop ways to prevent the reported anticipated problems

Looks for the next product or service to sell rather than the next problem to solve thus fails to meet some of the customers' needs

1

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Gives up when one encounters barriers that seem to impede own progress on long-range planning instead of modifying the plan accordingly and moving forward

Does not integrate the company's long-range goals into the budgeting process thus creates inevitable conflict between the company's goals and its day-to-day finances

1

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

Regards use of technology as a waste of the company resources rather than a way to improve productivity

Sets unrealistic goals that are highly unachievable thus ends up wasting plenty of the company's time and resources

1

TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier.

Hardly asks for assistance when faced with issues related to new technologies

Makes little effort to participate in online tech communities that consist of technology savvy individuals sharing new technology ideas

1

Self Evaluation

Self Evaluation Question

Employee Comments

URGENCY:

How can you rate yourself regarding responding to work related duties?

Have ever been late in submitting tasks and projects and what lessons did you learn?

[employee comments]
KNOWLEDGE OF JOB:

In your opinion, do you think knowledge of your area of responsibility had benefited your company in any way? If yes, how?

Think of a time when you were assigned a very sensitive task. How did you gather all the required information to perform the task?

[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?

Can you give an example of a time when you had to stop an important process due to the danger of imminent accidents?

[employee comments]
MOTIVATING OTHERS:

Can you give an example of a time when you overcame a significant problem, which made you very proud of yourself?

What is the biggest goal you have ever accomplished? Why do you consider it the biggest? Describe the problems you faced, if any

[employee comments]
MANAGING REMOTE TEAMS:

What systems or applications do you use to monitor your team's work and to enable effective communication between remote employees?

Is there a time when your system shut down such that you could not communicate with your remote workers? What did you do?

[employee comments]
APPEARANCE AND GROOMING:

Are you satisfied with what you wear and do you show too much flesh?

Do your dressing and attitude create a professional atmosphere that attracts people?

[employee comments]
SEEING POTENTIAL PROBLEMS:

How have you helped other employees improve their ability to anticipate problems? Give an example

When hiring employees, how do you make sure that they are the best fit for the position at hand?

[employee comments]
LONG RANGE PLANNING:

What are some of the challenges that you have faced when trying to accomplish a long-term goal? How have you overcome them?

In your opinion, do you think most start-ups fail due to lack of long-range planning or due to poor management? Explain your answer

[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]
TECHNOLOGY TREND AWARENESS:

Are you making any efforts to learn more about internet security, privacy, and confidentiality?

Have you ever advocated for the implementation of modern technologies that can assist in sharing and storing data more efficiently?

[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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