Use this step by step explanation to craft a good employee performance feedback review for a maintenance supervisor. Find the right words with quality phrases.

A Maintenance Supervisor is responsible for maintaining all systems and equipment by completing preventing and maintenance schedules, restoring, repairing, rebuilding or replacing faulty or inoperative components and parts as well as supervising staff.

Main duties for this position include accomplishing maintenance human resources objectives by selecting, orienting, training, assigning, scheduling, coaching, counseling and disciplining employees, communicating job expectations, planning, monitoring and appraising job contributions, recommending compensation actions, meeting maintenance operational standards by contributing maintenance information to strategic plans and reviews, implementing production, productivity, quality and customer service standards, meeting maintenance financial standards by providing annual budget information, monitoring expenditures, identifying variances, implementing corrective actions, improving function and reliability of facility systems, evaluating functionality and reliability of facility systems.

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

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

ORGANIZED WORKPLACE: Organized Workplace is a vital characteristic that helps the business to thrive for long term due to the sense of structure and order which efficiently promotes the team spirit.

Machines are all kept clean by wiping them now and then.

Implements the best practices in all the working areas of the organization.

3

URGENCY: Urgency is the speed that drives businesses fast in order to keep them from disconnecting from what they are aiming to achieve but pursue it with a sense of urgency.

Handles the urgent matters first before dealing with other issues

Responds well with great confidence and a positive mindset when there is more workload.

3

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.

Answers questions in a very clear and concise manner that everyone in the room understands.

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.

Gives constant encouragement and constructive suggestions to subordinates assisting them in their work

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.

Highly flexible with the ability to adjust to the ever-changing needs of the company.

Has a high sense of responsibility always completing projects on time

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.

Gathers all the facts and gets inputs from others before making effective decisions

Works at a comfortable pace that thoroughly analyzes all situations before handing a final solution

2

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Demonstrates clear understanding of the overall company- its goals, function, competition, purpose, etc.- that increase one's interest and commitment

Takes own responsibilities seriously and consistently meets the company's expectations for professionalism, service, and quality

3

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

DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period.

Divides a project into tasks and estimates the amount of time it would take to complete each task in order to get a realistic time for the whole project

Schedules regular breaks between tasks in order to maintain focus and get the time to evaluate complex issues with the project

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.

Identifies sources of common errors or mistakes and suggests a better action to prevent them from recurring

Presents information neatly and clearly, following relevant procedures and paying attention to detail

3

Self Evaluation

Self Evaluation Question

Employee Comments

ORGANIZED WORKPLACE:

Are the channels for solving issues clear to you? If yes, explain why?

What areas do you feel you need improvements when it comes to being organized at work?

[employee comments]
URGENCY:

Have you at any time taken extra work when called upon by others?

Is there a time you had to delegate tasks to your colleagues when it required urgency?

[employee comments]
INTERVIEWING:

Describe an interview you have attended, and you felt you did not perform well?

Have you ever arrived at an interview late? How did you perform or what happened?

[employee comments]
SUPERVISORY SKILLS:

Have you come up with appropriate boundaries and do you follow them?

Do you favor some of the workers in your supervisory duties?

[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:

Do you follow the company's policies in executing the tasks given?

How well do you relate to your co-workers and management?

[employee comments]
PERSONAL ACCOUNTABILITY:

What steps have you taken to improve your effectiveness in the company, workgroup and your career?

What are some of the special responsibilities and assignments you have been given in the past that are not part of your routine?

[employee comments]
RESULTS ORIENTATION:

Describe a particular time when you have been effective in prioritizing tasks and accomplishing a goal on schedule. What are the challenges you faced and how did you overcome them?

Describe a project/goal that required you to pay attention to detail. How did you go about accomplishing it?

[employee comments]
DEADLINES - ON TIME:

Describe a time when you have had to work under a tight deadline. What methods did you use to meet the deadline?

What are some of the tools that you have used to prioritize your tasks? How has this helped meet your deadlines?

[employee comments]
QUALITY MANAGEMENT:

How have you helped your team members produce quality work? How has this improved the overall productivity of the team?

Describe the most recent project you have completed. What are some of the most common quality issues you identified and what was the cause?

[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:

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