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

A chemical manufacturing operator manufactures chemical products safely by following a given set of procedures or regulatory requirements and operating equipment. He/she manufactures and assembles products based on the production information provided while following the set safety guidelines and operates the manufacturing equipment.

Other duties related to the job include operating production equipment such as boilers, chillers, centrifuges, dryers, reactors, and pH systems; weighing and checking the raw materials to ensure that the final product contains the right materials at the appropriate quantities; cleaning and maintenance of the manufacturing equipment; keeping production records; testing products to ensure they meet the required specifications and to keep the rooms and equipment in the right cleanliness conditions.

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

CUSTOMER ORIENTED: Customer Oriented is a skill that focuses primarily on the client as the King offering quality services that meet the customer's expectations with an aim to inspire people rather than just try to sell their product.

Fails to utilize cross-selling opportunities and does not know how to overcome initial objections.

Receives average scores on customer satisfaction surveys at all times

1

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.

Always shows great enthusiasm when it comes to handling work issues

Respects all workmates whether in authority position or not and follows all protocols.

2

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Introduces and implements projects and activities without adequate consideration of others

Rationalizes that unfair treatment makes the employees stronger thus uses it more often

1

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

Not as experienced and knowledgeable as shown in the application

Has inferior abilities to establish personal priorities and courses of action

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.

Knows how to manage time and deal with performance problems effectively

Works at a comfortable pace that thoroughly analyzes all situations before handing a final solution

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 meet the strictest deadlines without giving any excuses

Can handle workplace stress and pressure with calm and sobriety

2

CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results.

Is not trustworthy thus, is unable to win customers and other employees confidence

Always shirks duties or passes on one's work to someone else

1

DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period.

Puts off projects when one feels that the deadline is not close thus delays the project or fails to complete it

Is unable to prioritize when one is facing a pool of seemingly urgent tasks or projects

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

PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level.

Fails to eliminate steps that do not add value to a process and hardly optimizes the steps that add value

Does not demonstrate willingness to learn new procedures and hardly encourages others to undergo training on new procedures

1

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Do you put in an extra effort and time in emergencies to ensure the needs of customers are met?

Is there a time you understood a customer's circumstances quickly? What did you do?

[employee comments]
ORGANIZED WORKPLACE:

Are the channels for solving issues clear to you? If yes, explain why?

Is there teamwork in the organization? How do teams perform when assigned tasks and projects to handle?

[employee comments]
ETHICAL BEHAVIOR:

Do you keep your word at all time or do you fail to be honest?

Do you provide honest feedback when asked to give any?

[employee comments]
INITIATIVE:

Have you sighted any improvement from the last evaluation season?

Do you establish personal priorities to enable you to complete first tasks first?

[employee comments]
ORIENTATION TO WORK:

Do you follow the company's policies in executing the tasks given?

Are you too hard on yourself when you make mistakes?

[employee comments]
PERSONAL GROWTH:

Do you accept positive criticism and work on the areas that need change?

Are you personally aware of areas you need to change?

[employee comments]
CONSISTENCY AND RELIABILITY:

Describe a time when you took responsibility for an error and were held personally accountable. What happened?

What has been your reaction to a colleague who regularly keeps on letting your team down?

[employee comments]
DEADLINES - ON TIME:

How do you handle distractions and interruptions at work? Is there a time when you were distracted when doing an important task? What did you do?

What are some of the tools that you have used to prioritize your tasks? How has this helped meet your deadlines?

[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?

How have you dealt with a subordinate whose productivity was consistently marginal?

[employee comments]
PROCESS IMPROVEMENT:

What efforts are you making to learn more about new procedures?

How often do you eliminate steps that are of no value in a process?

[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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