Use this step by step explanation to craft a good employee performance feedback review for a maintenance manager. Find the right words with quality phrases.
A Maintenance Manager is accountable for overseeing all maintenance efforts across an organization like the upkeep of buildings, landscapes, vehicles and offices.
The duties of this post include coordinating maintenance workers efforts to ensure the employer property like buildings and grounds are kept up, identifying areas for improvement and assigning employees to take care of the issues, developing maintenance schedules and enforcing them among the support staff, delegating tasks to meet the maintenance schedule and satisfy employer needs, managing the set ups and take downs of different levels, contacting and scheduling repairmen and extra help as required, communicating plans for upper level improvements to maintenance workers, performing administrative tasks are required.
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 |
|---|---|---|
| INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc. | Always takes notes from what the interviewee is saying throughout the interview. Knows how to ask open-ended questions that allow the candidates to explain at length. | 3 |
| CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking. | Able to piece together elements and come up with proper deductions on issues. Solves problems one by one so as not to mix up issues and ideas. | 3 |
| MANAGING REMOTE TEAMS: Managing Remote Teams is working under no physical supervision from your manager or supervisor while staying on task and communication to report on the daily progress. | Leaves chat rooms open in order to enable team members to discuss important issues and to make them feel like they are connected as one team Checks in frequently on team members for one-on-one feedback sessions and to spot any potential problem areas | 3 |
| SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life. | Challenges the abilities of the subordinates by bringing out the best in them Stimulates productive discussion sessions with the workforce for a decisive action plan | 2 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Always a goal oriented person sets priorities and accomplishes them Always ready to take on new tasks whenever it happens | 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. | Knows how to manage time and deal with performance problems effectively Always willing to work on activities that can affect the company with great caution | 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. | Avoids focusing on the person's negative traits and makes an effort to concentrate on the positives Looks at a person's facial expressions in order to know what they are thinking. A furrowed brow or tense jaw could be signs of anxiety | 2 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Takes the initiative to contact customers or research the effectiveness of the suggested solutions; continues to try new solutions until the desired result is achieved Develops personal work plans, with a corresponding contingency plan for each, in order to structure work and receive the required results | 2 |
| COST CUTTING: Cost Cutting is the ability to reduce costs or workplace expenses that may be excess costs that can be limited. | Stores the majority of company documents and data on soft copy and scans documents if necessary in order to avoid printing costs Uses online resources to conduct meetings with employees in multiple locations in order to avoid traveling expenses | 3 |
| 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. | Ensures the quality of work; notices mistakes in own and others' work, reviews reports, and monitors complaints from customers Presents information neatly and clearly, following relevant procedures and paying attention to detail | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INTERVIEWING: How well can you rate your confidence level before going about an interview process? Give an instance you were invited for an interview that you did not meet all the requirements and how was the experience? | [employee comments] |
| CRITICAL THINKING: Do you get to appreciate and learn from your mistakes and how do you deal with making wrong decisions? Do you always try to inquire further, what could be the missing elements that could achieve a positive outcome? | [employee comments] |
| MANAGING REMOTE TEAMS: What systems or applications do you use to monitor your team's work and to enable effective communication between remote employees? How do you prepare for and facilitate meetings with your remote workers? How do you make sure every worker attends these meetings? | [employee comments] |
| SUPERVISORY SKILLS: Do you understand your core roles and responsibilities as a supervisor? Are you able to develop supervision skills in others through your own experience? | [employee comments] |
| INITIATIVE: Are you prepared to learn new skills and incorporate them into your work? Do you accept responsibility quickly without passing on the blame? | [employee comments] |
| ORIENTATION TO WORK: How well do you manage your time assigned for the tasks? Are you a fast learner or you need something repeated over and over again for you to understand? | [employee comments] |
| PEOPLE READING: What are some of the skills you have used in the past to read others? How have you improved these skills? Can you give an example of a time when your ability to read others helped you stay out of trouble? | [employee comments] |
| RESULTS ORIENTATION: Is there a time when you have handled a project that demanded a lot of effort? How did you go about it? How do you motivate your team members to stay focused on achieving results? | [employee comments] |
| COST CUTTING: How do you make sure to avoid mistakes at work that may cost the company money? In your opinion, do you think working from home saves the company money, or it's just a way to encourage laziness? Explain your answer | [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? What motivates you to produce quality work constantly? Describe a time when you have been rewarded for consistently producing quality work. | [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: |