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

A Plant Manager is responsible for planning, organizing, directing and managing all daily plant operations with overall responsibility for production, maintenance, quality and other production-related activities that exceed the customer's expectations.

Essential functions of this position include directing, managing plant operations for production, maintenance, quality and shipping and receiving, coordinating plant activities through planning with departmental managers to insure the total manufacturing objectives are accomplished, developing and controlling profits, plans and budgets, implementing cost effective systems of control over capital, managing capital asset maintenance, establishing and monitoring overall plant performance for production and quality standards, controlling and minimizing labor overtime, repair expenses and premium freight.

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

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.

Sets realistic goals and develops a clear plan to accomplish them in order to avoid issues or confusion in future

Does not judge people when they make mistakes; sympathizes with them and lets them know that one understands that the mistakes they made were only human

2

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Allows employees to be critical about ideas and suggests solutions to expand an idea

Supports other employees proposals, during a group's decision-making process, and tries to find ways to make them work

2

PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions.

Constantly look for potential talent gaps and goes out of the way to motivate employees towards the right direction

Have an outstanding ability to plan and organize both the long term and short term goals

2

APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them.

Highly conscientious and detail oriented in evaluating others to ensure every detail is precise

Always an excellent team player who cooperates and listens to others

3

COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition.

Respects authority from the team leaders, supervisors as well as managers

Satisfies both the management's requirements and the company's as well

2

EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched.

Always apologizes for any emotional outburst immediately to the person or people involved

Decorates working spaces with pictures and mementos that bring happy memories at work to help calm down when feeling stressed

2

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.

Displays exceptional performance and can be counted on to give a hundred percent under all circumstances

Actively demonstrates commitment by maintaining a predictable and consistent work schedule

3

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Is willing to keep asking for what one wants even when other people keep on turning one down

Gets to know the individual that one is hoping to persuade first, in order to create a bond and make the persuasion process easier

2

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Encourages respectful engagement between individuals and groups with diverse cultures

Attends and promotes group meetings and events that include people from different cultures

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

Uses existing benchmarks to complete processes in accordance with the already set standards

2

Self Evaluation

Self Evaluation Question

Employee Comments

INSPIRING OTHERS:

What are some of the things you have done in the past to improve your ability to inspire others at work?

Describe a time when you felt you were able to inspire other employees in a big way. What did you do?

[employee comments]
DECISION MAKING:

Can you explain a difficult decision you have made regarding a project or task at work? What are some of the factors that influenced your decision-making process?

How do you involve your bosses and other employees when making an important decision?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Do you give enough directions to the employees or you leave them to figure things out?

Do you give a warning for mistakes done for the first time or do you call for corporal punishment to the employees?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

Do you find fault with some of the employees you assess?

Do you work with the employees after the assessment to see better results?

[employee comments]
COOPERATION WITH COLLEAGUES:

Do you cultivate a team spirit through all forms of communication?

What weaknesses have you noticed and how are you working on them?

[employee comments]
EMOTION MANAGEMENT:

What is the most stressful situation you have ever found yourself in at work and how did you handle it?

Is there a time a company policy hurt employees and you had to mitigate the negative consequences to employees?

[employee comments]
CONSISTENCY AND RELIABILITY:

Can you provide a specific example that best illustrates your ability to be counted on?

Describe a time when you handled a situation in the wrong way. Did you admit your mistake?

[employee comments]
PERSUADING OTHERS:

Is there a time when you have had to persuade a group of managers to accept your proposal or idea? How did you go about it?

Can you describe a time when you have successfully influenced your team members to embrace change? How did you go about it?

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to encourage tolerance among individuals and groups with different cultural practices?

What efforts are you making to enhance your knowledge about different cultures?

[employee comments]
PROCESS IMPROVEMENT:

What efforts are you making to learn more about new procedures?

What efforts are you making to improve your ability to detect the root cause of errors in processes?

[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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