Use this step by step explanation to craft a good employee performance feedback review for a fuel manager. Find the right words with quality phrases.
A fuel manager is liable for managing all aspects of the fuel offered at the store level and executing all fuel programs in compliance with corporate and regulatory guidelines. This position is also liable for maintaining a safe, clean and customer focused fuel environment at all times.
The principal duties of this post includes ensuring a pleasant shopping experience for all customers, responding to customer complaints or enquiries, soliciting customer feedback, input and information through various communication vehicles, ensuring that there is a 24/7 execution of fuel operations at store-level including product handling, supplies ordering and pricing compliance, managing training and coaching for all fuel services, coordinating daily fuel operations assignments and activities of associates.
Employee Performance Review Sample | |
|---|---|
| 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 |
|---|---|---|
| JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion. | Objectively assesses the facts, in sensitive situations, in order to arrive at a balanced and fair judgment Regularly surveys customers in order to evaluate the general impact of a change in pricing policy | 3 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Doesn't need close supervision in any functions, works well without any supervision Never feels satisfied with the performance, always seeking new ways to improve | 3 |
| 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. | Always achieves excellence in the end results as required by the company Always reliable, timely and efficient in making difficult work related decisions | 3 |
| 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 lead others in setting personal goals that all result in accomplishing the company goals Listens to the counsel of the management and coworkers and adjusts where there is need | 2 |
| PEOPLE READING: People Reading is the ability to creatively and quietly read the important non-verbal intuitive cues that people give off without their knowledge. | Uses a person's handshake to evaluate their personality. A strong handshake indicates confidence, a weak one indicates lack of interest and that which crushes one's hand indicate a need to dominate Observes a person's interaction with others. If the person is always rude to others or is always making small talk, that could indicate unwillingness to be kind to others | 3 |
| 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. | Reflects and writes down specific benefits and reasons for accomplishing a certain goal in order to make the goal more realistic Keeps the list containing own goals in a place where one can frequently reference them in order to stay motivated | 2 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Identifies and meets with the appropriate parties in order to develop an understanding of the set goals and desired results Takes pride in own work and encourages other people to do the same; effectively balances service, quality, and productivity standards | 3 |
| COST CUTTING: Cost Cutting is the ability to reduce costs or workplace expenses that may be excess costs that can be limited. | Conducts meetings to educate employees on the need to cut costs and asks suggestions from them on the same Is reluctant to give credit; thoroughly checks a client's credit background before extending credit | 2 |
| QUALITY MANAGEMENT: Quality Management is the management approach to the long-term success through customer satisfaction that directly involves the employees in the continual improvement of the daily tasks. | Takes the time to evaluate how well a major activity or project was done; monitors clients' satisfaction by asking them what went well and what needs to be improved next time Checks own work and that of other team members for completeness and accuracy in order to provide work of high quality | 3 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Leads in promoting professional development courses and forums that enhance intercultural competency Demonstrates exceptional and genuine respect to people from diverse cultural groups | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| JUDGMENT SKILLS: Is there a time you have made a difficult decision? How did you handle the feedback? Is there a way you could have handled the situation differently? In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines? | [employee comments] |
| INITIATIVE: Are you pushed to think creatively and explore new opportunities? How well do you handle work pressure, deadlines, and coworkers? | [employee comments] |
| ORIENTATION TO WORK: Do you follow the company's policies in executing the tasks given? How do you deal with office confrontation and do you feel justice has been served right? | [employee comments] |
| PERSONAL GROWTH: Do you consider the requirements carefully before handling any task? Are you personally aware of areas you need to change? | [employee comments] |
| PEOPLE READING: What measures do you take to make sure someone feels comfortable in an environment that is obviously not comfortable? Can you describe a time when you were able to adapt to a wide variety of people by reading, understanding and accepting their character? | [employee comments] |
| REALISTIC GOAL SETTING: Is there a time when you failed to meet your goals because they were unreal? What did you do? What are some of the things that you have done to improve your ability to set realistic goals? | [employee comments] |
| RESULTS ORIENTATION: What are some of the most common things that prevent people from achieving results from their goals? What do you think they should do differently? Describe a project that you have started on your own recently. What motivated you to get started? | [employee comments] |
| COST CUTTING: How do you make sure to avoid mistakes at work that may cost the company money? What are some of the things that you have done to educate other employees on the importance of cost cutting? | [employee comments] |
| QUALITY MANAGEMENT: How do you ensure that your suppliers meet the company quality standards? How do you know when a product quality has dropped? How do you keep track of your projects to ensure that each milestone meets the agreed quality standards? | [employee comments] |
| INTERCULTURAL COMPETENCE: What are you doing to increase links to networks of individuals and groups from different cultural backgrounds? What are you doing to encourage individuals and groups with a different cultural background to work with each other? | [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: |