Use this step by step explanation to craft a good employee performance feedback review for a field service technician. Find the right words with quality phrases.
A Field Service Technician is liable for servicing home based equipment like the security systems, appliances, computer equipment, television, stereos, heating, and ventilation units. This position also works in big factories to repair machinery, diesel engines or computer networks.
The responsibilities of this post are producing timely and detailed serviced reports, providing services and customer support during field visits or dispatches, handling all onsite installation, repair, maintenance and test tasks, diagnosing failures or industrial problems and determine proper solutions, building positive relationships with the customers, following company's filed procedures and protocols, operating vehicle in a safely manner and use field automation systems.
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 |
|---|---|---|
| VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business. | Strikes good balance and confidence between verbal skill and non-verbal skills. Speaks with humility and genuine respect for other people and is considered with high regard. | 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. | Evaluates all possible solutions and chooses the one that will deliver the best results. Gathers all the necessary facts and information first before making any decision. | 3 |
| TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system. | Shows excellent knowledge when it comes to dealing with the equipment interface. Shows willingness to continue learning new and creative ways of troubleshooting. | 3 |
| ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team. | Consistently ensures to communicate in an apparent, efficient, concise, and timely manner. Handles conflict in a very creative and constructive manner to achieve the best solution for all. | 3 |
| LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place. | Puts employees together in a supportive, cooperative and highly successful team Implements a broad range of varied activities that increase the team's ability to handle challenging projects | 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. | Looks for opportunities to practice different skills, implement new processes, take on new responsibilities and learn a new software Seeks out opportunities for growth and expanding self horizons in order to have more to offer at work | 2 |
| REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live. | Establishes criteria for success in order to make it easier to track the goals' progress and know when one has achieved them Considers how own goals fit with other plans one has in life in order to avoid conflicting plans that can cause problems | 2 |
| 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. | Integrates parallel processing techniques to ensure that related processes can run simultaneously to improve efficiency Generates new perspectives and ideas that improve processes and hosts ideation sessions with key team members to generate more ideas | 3 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Possesses exceptional ability to create effective and reliable project schedules Understands what can be achieved realistically within the available time | 3 |
| TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace. | Always ahead of others in keeping technical skills current and in learning new complex skills Demonstrates outstanding ability to operate a wide range of devices and machines | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| VERBAL COMMUNICATION: Have you ever spoken before first thinking over it and it ended up hurting someone? How was the experience? How do you aim to improve your verbal communication skills to be the best in it? | [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] |
| TROUBLESHOOTING: Give an instance that you used your past knowledge to solve a current problem? What do you consider as your best and worst experience when it comes to troubleshooting? | [employee comments] |
| ADMINISTRATIVE SKILLS: How well do you handle your administrative roles to ensure you deliver good results. How well do you manage the pressures of your administrative position? | [employee comments] |
| LEADERSHIP SKILLS: Are you interested in the growth of the team and the profitability of the company as well? Are you likely to favor and compromise justice in the event of a conflict? | [employee comments] |
| COMPETITIVENESS: What are some of the things you have done to help co-workers improve their professional competitive skills? Are there situations where you made periodic mistakes while trying to learn something new? | [employee comments] |
| REALISTIC GOAL SETTING: Is there a time when you have faced challenges setting goals? What were the challenges and how did you overcome them? How have you ensured that your goals are measurable, achievable, specific and timely? | [employee comments] |
| PROCESS IMPROVEMENT: What efforts are you making to learn more about new procedures? Have you ever failed to map existing processes and how did you correct the mistake? | [employee comments] |
| SCHEDULING: Have you ever failed to add contingency time when scheduling and how did you correct the mistake? Is there a time you failed to use standard scheduling terminologies? What did you do to correct the situation? | [employee comments] |
| TECHNICAL SKILLS: Can you describe your experience with using new systems? Which challenges did you face and how did you solve them? Have you ever attempted to apply your technical skills to create a new and working system from scratch? | [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: |