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

A Hydraulic Technician is primarily responsible for the upkeep and maintenance of heavy hydraulic equipment, repairs, and adjustment of the diesel power unit. This position is also known as a hydraulic mechanic ensures all the hydraulic systems function properly in the recommended environment.

The duties of this position include diagnosing the defects on the heavy duty equipment, carefully following instructions given by the foreman, repairing gasoline and diesel powered tractors, inspecting diesel powered units, hydraulic systems, and injection valves and systems, undergoing training with innovations in heavy equipment operations, repairs, and maintenance, improves operations, streamlines work processes, works cooperatively to provide seamless customer services, communicates any unsafe conditions or accidents in a timely manner.

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

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Prepares adequately well before delivering that all-important speech before others.

Shows great eloquence when it comes to delivering speeches and talks.

2

PROBLEM SOLVING: Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.

Has an inquisitive nature and tries to analyze all that is happening around.

Creates opportunities to evaluate and implement the decisions that are arrived at properly.

2

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Steps back after giving the advice in order to allow others to make their own decisions or discuss important issues

Expands one's horizons further than before while thinking about the impact one's actions will have on those around

2

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Signs up for appropriate social networking sites such as LinkedIn in order to connect easily with new contacts

Joins professional groups and attends local events that are sponsored by professional organizations in order to make new business connections

3

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Can be counted on to give the very best under all circumstances

Has a track record of energy, drive and performance levels that are inconsistent and unpredictable

3

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Trains every member of the team on good time estimation skills in order to maintain accurate schedules

Regularly checks in with team members either in person or by phone in order to see how things are going and address issues

2

TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time.

Generates more work than expected even when working under pressure and tight deadlines

Completes tasks early and is sensitive to constraints and time demands of others

3

CUSTOMER SERVICE: Customer Service is the ability to cater for the needs of the client by providing excellent customer service without compromise.

Takes part in redefining customer service process to meet the ever-changing needs of customers

Understands what most customers are experiencing and is able to meet most of their needs

2

KNOWLEDGE MANAGEMENT: Knowledge Management is the ability to manage knowledge and information that is presented to the company from different sources without overlooking any of them.

Uses effective search strategies to look for new sources of knowledge and information relevant to a given task

Shows willingness to share own knowledge and makes contributions to team knowledge resources

2

MECHANICAL SKILLS: Mechanical Skills are the abilities to solve problems that arise in the workplace, although it may vary from one company to another.

Shows willingness to take on new challenges and puts extra effort to solve problems

Demonstrates willingness to learn how to read machine prints and diagrams

2

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Have you ever spoken before first thinking over it and it ended up hurting someone? How was the experience?

Have you ever tried to copy somebody else's way of talking and how did it turn out?

[employee comments]
PROBLEM SOLVING:

Give a situation that you solved a problem, and it was unsuccessful.

Do you involve other people when trying to solve any particular problem?

[employee comments]
INSPIRING OTHERS:

What are some of the books you have read, places you have been or things you have done that have inspired you the most?

Give a good example of a time when there was a conflict in your team, but you were able to fix it. What had happened? What did you do?

[employee comments]
NETWORKING:

How has making new connections improved your professional and personal skills?

What value have you added to the new connections you have made? How do you make them feel part of your team?

[employee comments]
DEPENDABILITY:

Are you trustworthy to handle the tasks given without passing them on to others?

Are you willing to work overtime if the task requires you to do so?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Is there a time when you have faced a huge problem that could have been prevented? How did you go about solving it?

What are some of the project management tools, if any, that you have used to determine the future of your project?

[employee comments]
TIME MANAGEMENT:

Do you maintain a plan and say no to constant interruptions while working?

What attempts are you making to speed up your productivity without compromising on the quality of work?

[employee comments]
CUSTOMER SERVICE:

Were there any times you came across customers with special needs? How did you assist them?

Are there any instances where you delayed responding to a customer and did you give any explanations for the delay?

[employee comments]
KNOWLEDGE MANAGEMENT:

Can you think of a situation where you didn't communicate well when sharing knowledge? How did you correct the situation?

Can you think of a situation where you didn't comply with knowledge management standards? How did you correct the situation?

[employee comments]
MECHANICAL SKILLS:

Have you ever failed to complete a task on time? What did you do to improve?

How often do you rely on sketches, verbal instructions, and notes to complete project designs?

[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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