Use this step by step explanation to craft a good employee performance feedback review for an operations and maintenance manager. Find the right words with quality phrases.
An Operations and Maintenance Manager is responsible for directing the maintenance and repair activities as well as overseeing the production of goods and provision of services. This position also ensures that the organization is running smoothly meeting the expectations and needs of the customers and clients.
The duties of this post include monitoring and investigating the current system of production or requirement to check its effectiveness, working out a strategy for improving the production systems, planning and controlling change, managing quality assurance programs, overseeing inventory, distribution of goods and facility layout, researching new technologies and alternative methods of efficiency, setting and evaluating budgets and managing costs, planning, directing, assigning and supervising the subordinate staff.
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. | Highly demonstrates assertive and decisive ability when finding solutions for problems. Takes in into consideration different and varied perspectives when solving problems. | 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. | Creates an internal blog and lists weekly or monthly updates, uses it to spotlight a team member and to increase communication among team members Makes sure that each team member has downloaded and knows how to use the apps one has chosen for the company | 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. | Effectively coaches assistants in group or individually towards high achievement Always readily accessible to subordinates developing a spirit of teamwork | 2 |
| 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 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. | Communicates the plan of the company to see tangible results in a clear, effective way Always sees the big picture of each project and works hard to achieve the success | 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. | Determines which requirements will be part of the goal achieving process and works hard to meet these requirements Considers how own goals fit with other plans one has in life in order to avoid conflicting plans that can cause problems | 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 free conferencing call services instead of telephone systems to communicate with employees in remote areas in order to cut calling costs | 3 |
| PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly. | Works efficiently and effectively to meet deadlines regardless of whether one is under pressure or not Produces clear status reports, communicates candidly and tactfully, makes others aware of any issues with the project, and is a good listener | 3 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Demonstrates technical mastery of diversity issues and sets universally acceptable goals Implements exceptional strategies for attracting a fully diverse pool of applicants for vacant positions | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INTERVIEWING: Have you attended an interview and you had not prepared adequately? Explain how it went about? If you are told to describe yourself in three words, how will you answer it? | [employee comments] |
| CRITICAL THINKING: How well do you consider all the factors available before making your decision? How well do you consider having a concrete conclusion when presenting your ideas? | [employee comments] |
| MANAGING REMOTE TEAMS: What are some of the skills you look for when hiring employees to work remotely? Is there a time when your system shut down such that you could not communicate with your remote workers? What did you do? | [employee comments] |
| SUPERVISORY SKILLS: Do you understand your core roles and responsibilities as a supervisor? Do you have a laid out plan on how to ensure you reach each employee individually? | [employee comments] |
| INITIATIVE: Are you prepared to learn new skills and incorporate them into your work? 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? Are you a fast learner or you need something repeated over and over again for you to understand? | [employee comments] |
| REALISTIC GOAL SETTING: How do you decide on your goals? How do you ensure that they are realistic? What have you done to help other people to set realistic goals? Give the last time you did this | [employee comments] |
| COST CUTTING: What are some of the things that you have done to help cut costs in your company? What are some of the things that you have done to educate other employees on the importance of cost cutting? | [employee comments] |
| PROJECT MANAGEMENT: What methods have you used to find out where a project has been, where it is currently, and where it is going? What is the greatest challenge you faced on your last project? How did you overcome it? What lesson did you learn? | [employee comments] |
| DIVERSITY AWARENESS: What are you doing to be seen as a person who can address diversity concerns of other people? What efforts are you making to welcome and consider the ideas and views of other people? | [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: |