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

A Field Service Technician is liable for servicing home based equipment like the security systems, appliances, computer equipment, television, stereos, heating, and ventilation units. This position also works in big factories to repair machinery, diesel engines or computer networks.

The responsibilities of this post are producing timely and detailed serviced reports, providing services and customer support during field visits or dispatches, handling all onsite installation, repair, maintenance and test tasks, diagnosing failures or industrial problems and determine proper solutions, building positive relationships with the customers, following company's filed procedures and protocols, operating vehicle in a safely manner and use field automation 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

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.

Emphasizes on the key vital points of a topic to ensure that the message is well understood by others.

Never beats around the bush but instead goes straight to the point.

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.

Is always open-minded and readily accepts what others have to contribute.

Always portrays enough knowledge of the problem and its feasible solutions.

2

TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system.

Knows how well to handle clients and their various problems.

Ensures that all the client problems are sorted and that the client is satisfied at the end of it all.

2

ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team.

Demonstrates good knowledge of technology issues and can comfortably use and maintain technology related equipment.

Effectively maintains proper records in an organized manner to avoid duplication or loss of data and information.

2

LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place.

Recognizes and rewards the team for their behavior and hard work

Motivates and encourages the team to take responsibility for their performance

2

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.

Joins associations with like-minded professionals to help create relationships that can help tap new, exciting ideas into the business

Knows how to empathize and sympathize with co-workers in order to build harmony and avoid conflicts in the workplace

2

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

Brainstorms as many obstacles as one can and writes them down in order to develop a sense of how realistic a goal is

2

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.

Encourages automation of manual processes to enhance efficiency and accuracy

Encourages parallel processing of related processes to improve process efficiency

2

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Uses a routine to get repetitive tasks done with enhanced efficiency

Shows willingness to learn how to have a work-life balance and create more time for both work and family

2

TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace.

Shows interest to understand how complex systems and processes work

Demonstrates basic understanding of coding and programming and can design simple programs

2

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Who is the greatest orator that you admire and why do you admire them?

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]
TROUBLESHOOTING:

Give an instance you tried to troubleshoot, and you were not successful.

Have you ever sought help when you were stuck at a given point and what new thing did you learn?

[employee comments]
ADMINISTRATIVE SKILLS:

Being in a leadership role, do you feel you influence those around you positively?

How well do you manage the pressures of your administrative position?

[employee comments]
LEADERSHIP SKILLS:

Are you reliable to answer the employees? questions without lying?

Are you likely to favor and compromise justice in the event of a conflict?

[employee comments]
COMPETITIVENESS:

Are there times you have had to demonstrate leadership skills at work in order to stand out from the rest of your colleagues?

Have you ever participated in a networking event? How did you interact with other people attending the event?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you have faced challenges setting goals? What were the challenges and how did you overcome them?

What have you done to help other people to set realistic goals? Give the last time you did this

[employee comments]
PROCESS IMPROVEMENT:

Is there any time you failed to set objectives when initiating process improvement efforts? How did you correct the mistake?

How often do you attend think tank and ideation sessions to learn new ideas on improving processes?

[employee comments]
SCHEDULING:

What are you doing to create a balance between quality and quantity when scheduling tasks?

Is there a time you failed to use standard scheduling terminologies? What did you do to correct the situation?

[employee comments]
TECHNICAL SKILLS:

What do you to ensure that your technical skills are current?

Have you ever attempted to apply your technical skills to create a new and working system from scratch?

[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: