Use this step by step explanation to craft a good employee performance feedback review for a plant manager. Find the right words with quality phrases.
A Plant Manager is responsible for planning, organizing, directing and managing all daily plant operations with overall responsibility for production, maintenance, quality and other production-related activities that exceed the customer's expectations.
Essential functions of this position include directing, managing plant operations for production, maintenance, quality and shipping and receiving, coordinating plant activities through planning with departmental managers to insure the total manufacturing objectives are accomplished, developing and controlling profits, plans and budgets, implementing cost effective systems of control over capital, managing capital asset maintenance, establishing and monitoring overall plant performance for production and quality standards, controlling and minimizing labor overtime, repair expenses and premium freight.
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 |
|---|---|---|
| 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. | Is very genuine and honest with other employees and to oneself, and does not pretend to be someone one is not Does not pretend to know or understand something one doesn't know or understand | 3 |
| DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one. | Understands the desired outcome of a given situation at work, works backward and takes steps to achieve that outcome Focuses on a single event or situation that requires a decision and tries meditating on that issue | 3 |
| PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions. | Holds workers liable for their results assuring each remains answerable Maintains a working area that stimulates the growth of individual employees | 3 |
| APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them. | Highly proactive and resourceful in creative ways that save difficult situations Highly seasoned with professional skills with versatile expertise in various areas | 3 |
| COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition. | Does not care about personal interests until the job is done and submitted A great team player example for others team members to follow | 3 |
| EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched. | Views emotional moments as an opportunity to listen, empathize with, and show compassion to a hurting colleague Knows how to handle emotions at the moment rather than suppressing them | 3 |
| 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. | Does everything possible to make sure that one's performance is steady and strong, regardless of the situation Demonstrates a good work attendance record; is aware of the impact that missing work might have on other employees and customers | 3 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Speaks in the affirmative in order to maintain directness and keep one's own intentions clear Remains calm in order to avoid an appearance of self-doubt and anxiety and speaks in a clear, straightforward manner | 2 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Demonstrates sophisticated relational abilities and is known for being political savvy Organizes group meetings and events that include people from different cultures and creates a welcoming atmosphere for everyone | 3 |
| 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 Possesses the best insight into the root cause of errors in processes and is always able to correct any errors | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INSPIRING OTHERS: Describe a time when you have had to give inspiration to a colleague who was constantly late at work. How did you go about it? Did the person take your advice? Give a good example of a time when there was a conflict in your team, but you were able to fix it. What had happened? What did you do? | [employee comments] |
| DECISION MAKING: Describe a time when you have had to be relatively quick in coming to a decision. What was the outcome? What techniques have you used at work to ensure that decisions you make are correct and effective? | [employee comments] |
| PARTICIPATIVE MANAGEMENT: Are you available for the employees when they need you? Do you reward employees who are working hard reaching their goals all the time | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: How do you balance quality and quantity in terms of the performance? Do you treat the employees the same even the weak ones? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Do you cultivate a team spirit through all forms of communication? What are your strengthens and how do you utilize them in the group? | [employee comments] |
| EMOTION MANAGEMENT: What is the most stressful situation you have ever found yourself in at work and how did you handle it? How do you ensure you have a comfortable and relaxing work space that feels more at home? | [employee comments] |
| CONSISTENCY AND RELIABILITY: Can you provide a specific example that best illustrates your ability to be counted on? What has been your reaction to a colleague who regularly keeps on letting your team down? | [employee comments] |
| PERSUADING OTHERS: Describe a time when you have used persuasion to convince someone to see things your way. What tips did you use? In your opinion, which is the best time to persuade others? Explain your answer | [employee comments] |
| INTERCULTURAL COMPETENCE: Are you actively involved in celebrations and events that feature people with different cultures? Are you actively involved in professional development courses and forums that enhance intercultural competency? | [employee comments] |
| PROCESS IMPROVEMENT: What efforts are you making to implement parallel processing of related processes? Have you ever failed to map existing processes and how did you correct the mistake? | [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: |