Use this step by step explanation to craft a good employee performance feedback review for a preventative maintenance engineer. Find the right words with quality phrases.
The Preventative Maintenance Engineer is responsible for ensuring that all the workplace equipment and processes are running smoothly by performing defensive or emergency maintenance duties at their places of work.
The major responsibilities are collecting and entering data necessary to update the facility and equipment management archive, implementing preventive maintenance programs, implementing special maintenance and control of technical results, arranging schedules for handling operations or long-term storage, checking of expense forecasts for maintenance activities and facility renewal, updating data concerning the certification of machines and equipment by arranging the schedule to check validity of it, maintaining of relations with inspection and technical qualification organizations in reference to the area of responsibility.
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 |
|---|---|---|
| LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained. | Allows the speaking party to finish talking before asking questions. Repeats what the other person was saying to ensure the information is taken correctly. | 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. | Always asks the right questions and raises any relevant issue when necessary. Always portrays enough knowledge of the problem and its feasible solutions. | 2 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Chooses own words carefully and restrains from making any demoralizing statements that call the employees intelligence into question Offers the employee with training and provides more frequent direction in order to help them improve on weak areas | 2 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Unstoppable by any obstacles, pressures and demands that would justifiably derail others Handles all projects conscientiously from the beginning to the end | 3 |
| EQUAL OPPORTUNITY AND DIVERSITY: Equal Opportunity and Diversity means having employees from a wide range of background that includes different ages, gender, ethnicity, sexual orientation, religious belief, educational background, physical ability and treating them equally. | Gives equal treatment to all the coworkers without having favorites Adheres to the company policies and remains accountable both to coworkers and staff | 3 |
| COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner. | Attends regular networking events in the community in order to develop real, authentic connections with other business professionals Builds an "I can do better" mentality and always works hard to proof that fact | 2 |
| 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 Lets employees and colleagues know what is going on behind the scenes in order to help them prepare for changes | 2 |
| BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace. | Relies on tested and proven forecasting tools to predict future trends Makes efforts to adjust and respond more quickly to new trends | 2 |
| TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually. | Shows willingness to learn how to troubleshoot modern electronic devices Seeks assistance when faced with challenges in installing, using, and troubleshooting computer software | 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 |
|---|---|
| LISTENING SKILLS: Give an instance that you have been defensive during a conversation. How did it turn out? Do you in most cases ask relevant questions when having a conversation? | [employee comments] |
| PROBLEM SOLVING: How do you manage high-pressure situations that require fast and urgent attention? Are you in most cases conversant with what the problem is before you solve it? | [employee comments] |
| GIVING FEEDBACK: Describe the most difficult performance review you have handled. What made it difficult and how did you go about it? How do you deliver negative feedback without hurting the feelings of other employees? | [employee comments] |
| DEPENDABILITY: Do you give excuses instead of doing what is right? Are you a loyal person that your coworkers and management can rely on? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Do you play the role of a peace ambassador in the workplace or you enjoy stirring conflicts? Are you accommodating to other people who are of a different race, age or color? | [employee comments] |
| COMPETITIVENESS: What are some of the things you have done to help co-workers improve their professional competitive skills? Mention a time you made an intentional effort to get to know someone from another culture. What was the result? | [employee comments] |
| SEEING POTENTIAL PROBLEMS: Describe a time when you have been able to see a huge future problem. What made this possible and how did solve it? How do you set projects deadlines and milestones to make sure that employees meet them successfully? | [employee comments] |
| BUSINESS TREND AWARENESS: Can you think of a new business trend that challenged you most and how did you implement change? Can you think of a new trend that caught you unawares and how did you respond? | [employee comments] |
| TECHNOLOGY SAVVY: What efforts are you making to improve your capacity to work anytime from anywhere and on any device? How often do you encourage colleagues to use computers to execute repetitive, multiple, and complex tasks more efficiently? | [employee comments] |
| MECHANICAL SKILLS: How often do you train yourself to improve your ability to read a wide range machine prints and diagrams? How often do you rely on sketches, verbal instructions, and notes to complete project designs? | [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: |