Use this step by step explanation to craft a good employee performance feedback review for an utility plant operator. Find the right words with quality phrases.
A utility plant operator ensures the proper functioning of a utility plant by operating, repairing, monitoring and maintaining utility systems. He/she operates electronic controls of the air conditioning and heating systems as well as monitoring for repairs on the utility system.
Other duties including repairing and maintaining air conditioning, ventilating and heating systems as well as generators; operating power distributions systems as well as operating and maintaining drainage and sewerage systems. They also include inspecting machinery; controlling the quality of water by performing tests on boiled and chilled water; operating, monitoring, repairing and maintaining piping systems; keeping records of the equipment and their operating logs; controlling repair and maintenance materials and stock as well as ensuring that the utility equipment is well lubricated.
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 |
|---|---|---|
| CUSTOMER ORIENTED: Customer Oriented is a skill that focuses primarily on the client as the King offering quality services that meet the customer's expectations with an aim to inspire people rather than just try to sell their product. | Understands the importance of customer satisfaction and does more than required to ensure customer retention. Maintains a strong, loyal customer base and many repeat clients as a result. | 3 |
| 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. | Ensures that all the required items to conduct a particular task are available at the desk Exudes a great ability to separate the necessary from the unnecessary. | 3 |
| ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values. | Consistently completes projects based on honest data gathering and analysis Has made significant changes in policies and programs to eliminate unfair treatment | 3 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Holds high ethical standards that are apparent through all the work delivered Always eager to obtain constructive feedback that ensures better performance in all the tasks | 2 |
| 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. | Proactively looks for ways to promote the team and the role that each takes in the team Confidently communicates decisions reached by the company clearly and effectively | 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. | Always sets personal goals and ensures completion and accomplishment within the set deadlines Personal maturity and development is imminent to those interacting with such a person | 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. | Works to establish recurring and consistent meetings when an aspect or project requires attention Produces consistent work and applies company policies and business strategies evenly to each assignment and task | 2 |
| 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. | Takes responsibility for own mistakes; looks at the situation in a positive way and shows the willingness to improve Uses online calendars to organize own tasks and get email and text reminders for crucial deadlines | 2 |
| QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer. | Turns off social media notifications in order to eliminate or reduce distractions and improve own efficiency and productivity Works around productive colleagues who enjoy getting things done and avoids those who seek distraction or are not actively working | 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 Allocates resources with intelligence and efficiency to make processes work better and spend less on them | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CUSTOMER ORIENTED: Do you keep customers informed proactively whether formally or informally to ensure they are knowledgeable about the company? Which biggest challenge have you encountered in customer service and how did you deal with it? | [employee comments] |
| ORGANIZED WORKPLACE: Has the company given you all the essential things you require to perform your duties/ Do you feel the rules, procedures, and protocols of the company are relevant to having an organized workplace? | [employee comments] |
| ETHICAL BEHAVIOR: Can you be trusted with confidential information without leaking it out? Have you fostered an atmosphere of fair treatment in the workplace? | [employee comments] |
| INITIATIVE: Have you sighted any improvement from the last evaluation season? Do you establish personal priorities to enable you to complete first tasks first? | [employee comments] |
| ORIENTATION TO WORK: Do you follow the company's policies in executing the tasks given? Do you learn valuable lessons from your past mistakes and correct them? | [employee comments] |
| PERSONAL GROWTH: Do you accept positive criticism and work on the areas that need change? What changes do you need to inject in your personal goals to make you better? | [employee comments] |
| CONSISTENCY AND RELIABILITY: How many days of attendance at work do you feel should be considered satisfactory? What has been your record of attendance at work? How often do you keep in touch with customers? How do you inform them about new products or services? | [employee comments] |
| DEADLINES - ON TIME: Is there a time when you have failed to meet an important deadline? What was the problem and how did you go about it? Is there a time when you faced a problem when handling a task? How did this affect your mini-deadlines and the actual deadline? | [employee comments] |
| QUANTITY OF WORK: Describe a big change that occurred in a project you were working on. How did you take advantage of this change to improve your productivity? Describe a training program that you have enhanced or developed to improve the quantity of work produced by your team. How has this benefited the team? | [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: |