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

An Equipment Operator is responsible for operating a variety of contractor equipment and trucks used in construction, preservation, and repair activities as well as performing a variety of semi-skilled tasks in the maintenance of information, street, and storm drainage systems.

The responsibilities for this post include operating trucks and construction or power equipment like mechanized broom, backhoe, man-lift, dump truck, snowplow, road gates, hydraulic excavators, skid steers, inductor truck, Operates trucks of different sizes and weights in the loading, hauling and unloading of various equipment, materials and supplies, support in the installing and maintenance of traffic control devices, operating jackhammers, mowers and other small appliances and tools to maintain street and utility systems, performs routine inspection and preventive maintenance on assigned equipment and refers repairs.

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

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.

Builds rapport with clients easily which makes it easy to interact with them and offer great service.

Great at following up with clients and makes sure they are updated on matters relating to their transactions.

2

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.

Less distracted by the workplace disorganization and delivers the right results.

Good knowledge of all work related items and can access them when need be.

2

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Carries a large amount of expertise on legal guidelines regarding equitable treatment of employees

Has obtained training that specifically focuses on practicing ethical behavior at the workplace

2

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Shows high energy in undertaking challenges related to the assigned tasks

Always eager to obtain constructive feedback that ensures better performance in all the tasks

2

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.

Has a high personal goal orientation that is inspired by the desire to grow and mature in the career world

Personal maturity and development is imminent to those interacting with such a person

3

SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace.

Remains calm, actively listens and tries to focus on the positive in order to manage challenges and maintain momentum in day-to-day work

Maintains awareness of one's own emotions and uses this knowledge to guide one's actions and to think in a favorable manner

2

COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization.

Leaves personal life behind once one crosses the working threshold in order to concentrate or put all attention on work

Actively seeks new ways to improve one's work and generates ideas that streamline processes and increase productivity

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.

Reschedules deadlines and appointments well in advance, but goes out of one's way to meet those deadlines and answer to appointments

Checks one's work to make sure that all the essential details have been considered before handing in

2

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Sets new standards for productivity and inspires other employees or team members with own output

Is excellent at estimating the amount of time needed for a project and developing an appropriate plan to accomplish it

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.

Attends think tank and ideation sessions to learn more ideas on improving processes

Makes effort to understand the cause of errors in processes and puts enough effort to correct the errors

2

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Have you ever anticipated an adverse reaction from a customer? Which measures did you take?

What do you understand by excellent customer service? Explain a time when you offered it.

[employee comments]
ORGANIZED WORKPLACE:

Are you are reliable workmate? If yes, what have you done to show that?

Do you feel the rules, procedures, and protocols of the company are relevant to having an organized workplace?

[employee comments]
ETHICAL BEHAVIOR:

Have you acquired a relationship of trust with other co-workers and management?

Are you most likely to bend the truth to protect yourself?

[employee comments]
INITIATIVE:

Have you sighted any improvement from the last evaluation season?

Do you have the ability to plan your personal goals and accomplish them?

[employee comments]
PERSONAL GROWTH:

Do you consider the requirements carefully before handling any task?

What changes do you need to inject in your personal goals to make you better?

[employee comments]
SELF AWARENESS:

Is there a time when you were surprised about the positive impact your words or behavior had on a colleague or client?

Are there times when you have reacted to someone or something in the workplace in a way you did not intend to? How did you fix that?

[employee comments]
COMMITMENT TO THE JOB:

Can you describe a situation when you demonstrated initiative and took action without waiting for directions? Were you happy with the outcome?

Can you describe a situation where you had to be very persistent or dedicated in order to achieve goals?

[employee comments]
CONSISTENCY AND RELIABILITY:

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

Describe a time your workday ended before completing a task. Did you end up finishing the task? How did you do it?

[employee comments]
QUANTITY OF WORK:

What are some of the skills you have acquired to improve your productivity at work?

Is there an instance when you have used shortcuts to get a job done? How did this affect your productivity?

[employee comments]
PROCESS IMPROVEMENT:

How often do you encourage colleagues to undergo training on new procedures?

Have you ever failed to map existing processes and how did you correct the mistake?

[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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