Use this step by step explanation to craft a good employee performance feedback review for a materials development engineer. Find the right words with quality phrases.
The Materials Development Engineer is liable for researching, specification, designing and developing materials to advance technologies and products of many different kinds. This role has expertise that lies in understanding the properties and behaviors of various substances ranging from raw materials to finished goods.
The responsibilities for this role includes analyzing data using computer modeling software, testing materials to assess how resistant they are to heat, chemical attack or corrosion, selecting the best combination of materials for specific purposes, working to solve problems arising during the manufacturing process or with the finished product, advising on adaptability of a plant to new processes and materials, considering the implications for waste and other environmental pollution matters of any process or product.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
|---|---|---|
| LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained. | Asserts opinions, views, and ideas respectfully and appropriately to the relevant audience. Repeats what the other person was saying to ensure the information is taken correctly. | 2 |
| PROBLEM SOLVING: Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships. | Communicates or articulates issues in an obvious and concise way that people can easily understand. Shows the willingness to change tact whenever the conditions change. | 2 |
| INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work. | Sets realistic goals and develops a clear plan to accomplish them in order to avoid issues or confusion in future Makes sure that everyone understands all the assignments and the deadlines when working with a team to avoid confusion | 2 |
| NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests. | Leaves blanks spaces in a business card just in case a new contact needs to jot down additional information about what one does Scans one's feed on social media in order to see what is happening in one's corner of the business world and track competition | 2 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Provides feedback as soon as possible after a behavior has been observed in order to make it more pertinent and relevant Listens to how the person interpreted the situation and their suggestions and asks how one can help to prevent the situation from recurring | 3 |
| STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals. | Gives each employee sufficient time to accomplish the specific objectives assigned to him/her Pays attention to the human resources required for the plan to succeed | 2 |
| EQUAL OPPORTUNITY AND DIVERSITY: Equal Opportunity and Diversity means having employees from a wide range of background that includes different ages, gender, ethnicity, sexual orientation, religious belief, educational background, physical ability and treating them equally. | Respects both genders and shares work equally without overlooking some of them Does not start or fire up conflicts in the office allowing everyone to enjoy the peace | 3 |
| TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time. | Knows what has to be done and what should not be done Makes commitments to meet deadlines and makes productive use of the available time | 2 |
| RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business. | Tries to examine problems from a different point of view Makes effort to examine the truth of an argument before making a conclusion | 2 |
| MECHANICAL SKILLS: Mechanical Skills are the abilities to solve problems that arise in the workplace, although it may vary from one company to another. | Identifies weaknesses and potential design improvements in mechanical tools and equipment Understands how to troubleshoot and maintain some tools and equipment | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: Give an instance that you have been defensive during a conversation. How did it turn out? How well do you receive and apply the instructions given out? | [employee comments] |
| PROBLEM SOLVING: Give a situation that you solved a problem, and it was unsuccessful. How well are you keen on everything that is happening around you? | [employee comments] |
| INSPIRING OTHERS: People observe what you do more than they listen to how you speak. How do you ensure that your actions inspire others at work? Describe a time when you felt you were able to inspire other employees in a big way. What did you do? | [employee comments] |
| NETWORKING: How do you make sure to keep in touch with a new contact after the first meeting? How have you helped your networking partners to get to know each other and help each other out? | [employee comments] |
| GIVING FEEDBACK: How have you handled an employee whose work is not up to the company's expectations? How do you recognize and motivate employees who have constantly demonstrated excellent performance at work? | [employee comments] |
| STRATEGIC PLANNING: What are the steps and methods you have used to define a vision for your position or department? What factors do you consider when selecting the right people for your strategic planning team? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Are you lost in your world such that you don't care about others? Are you available when your colleagues need you to help them? | [employee comments] |
| TIME MANAGEMENT: Can you point out the things distracted you from delivering work on time? Is there a time you had to seek assistance from another person to solve a problem quickly? | [employee comments] |
| RESEARCH: How often do you encourage colleagues to employ analytical skills when examining the consequences of a certain solution? How often do you employ logic and reason when determining the merits of an argument? | [employee comments] |
| MECHANICAL SKILLS: What are you doing to improve your math skills and apply them in analyzing problems and designing solutions? What efforts are you making to improve your ability to use a wide range of hand tools properly? | [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: |