Use this step by step explanation to craft a good employee performance feedback review for a preventative maintenance engineer. Find the right words with quality phrases.
The Preventative Maintenance Engineer is responsible for ensuring that all the workplace equipment and processes are running smoothly by performing defensive or emergency maintenance duties at their places of work.
The major responsibilities are collecting and entering data necessary to update the facility and equipment management archive, implementing preventive maintenance programs, implementing special maintenance and control of technical results, arranging schedules for handling operations or long-term storage, checking of expense forecasts for maintenance activities and facility renewal, updating data concerning the certification of machines and equipment by arranging the schedule to check validity of it, maintaining of relations with inspection and technical qualification organizations in reference to the area of responsibility.
Employee Performance Review Sample | |
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Employee's Name: | Title: |
Review Period: __/__/__ to __/__/__ | Employee SSN: |
Work Location: | Supervisor's Name: |
Instructions |
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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 |
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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. | Connects to what others want or feel and tries to be in their shoes. Ensures to put to practice all the instructions given for a particular task. | 3 |
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. | Actively listens when others are talking and seek clarification on issues not well understood. Gathers all the necessary facts and information first before making any decision. | 3 |
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. | Thinks about what needs to be addressed, why it should be addressed, and what concrete steps can be taken to move forward Checks own temper and waits until one has cooled down in order to deliver more measurable feedback | 3 |
DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Maintains the highest levels of personal integrity that make them admirable Builds an environment of dependability and trust around the workplace | 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 |
COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner. | Invests quality time, energy and money for personal improvement and development Gets along with everyone and avoids picking fights or offending co-workers | 3 |
SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future. | Develops multiple possible ways to prevent the problem in order to come up with the right one Encourages the team to work on the quality of the company deliverables in order to prevent future problems with customers | 3 |
BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace. | Possesses first-hand information about what consumers want and ensures it is readily available Possesses vast knowledge in scientific and technical market research and knows the business environment deeply | 3 |
TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually. | Possesses exceptional knowledge and technical know-how to operate modern electronic devices Shows in-depth understanding on how to keep computers and mobile devices free from unauthorized access | 3 |
MECHANICAL SKILLS: Mechanical Skills are the abilities to solve problems that arise in the workplace, although it may vary from one company to another. | Demonstrates unmatched creativity in developing and designing a wide range of unique products Successfully completes tasks that have cost restraints and under tight deadlines | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
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LISTENING SKILLS: Give an instance that you have been defensive during a conversation. How did it turn out? Do you always seek for clarification on issues you do not understand when conversing with someone? | [employee comments] |
PROBLEM SOLVING: How well do you solve issues and are you confident in your abilities? Are you in most cases conversant with what the problem is before you solve it? | [employee comments] |
GIVING FEEDBACK: How often do you discuss a person's performance with him/her? Give a specific example What are some of the things you have done to develop the skills of other employees and make them more productive? | [employee comments] |
DEPENDABILITY: Can your manager depend on you to handle tasks without being asked to do so? Are your work results and your reliability in harmony and dos your record show that? | [employee comments] |
EQUAL OPPORTUNITY AND DIVERSITY: Do you value people for their intrinsic worth or because of what they do? Do you choose who to support and who not to offer assistance? | [employee comments] |
COMPETITIVENESS: Are there times you have had to demonstrate leadership skills at work in order to stand out from the rest of your colleagues? Have you ever participated in a networking event? How did you interact with other people attending the event? | [employee comments] |
SEEING POTENTIAL PROBLEMS: Describe a time when you have been able to see a huge future problem. What made this possible and how did solve it? What are some of the project management tools, if any, that you have used to determine the future of your project? | [employee comments] |
BUSINESS TREND AWARENESS: Can you think of a new business trend that challenged you most and how did you implement change? What efforts are you making to know what customers want? | [employee comments] |
TECHNOLOGY SAVVY: How often do you seek for assistance when faced with challenges related to installing, using, and troubleshooting computer software? What are you doing to increase your capacity to operate modern electronic devices? | [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 learn more about safety requirements and legal guidelines when developing designs? | [employee comments] |
Summary |
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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: |