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

A fuel manager is liable for managing all aspects of the fuel offered at the store level and executing all fuel programs in compliance with corporate and regulatory guidelines. This position is also liable for maintaining a safe, clean and customer focused fuel environment at all times.

The principal duties of this post includes ensuring a pleasant shopping experience for all customers, responding to customer complaints or enquiries, soliciting customer feedback, input and information through various communication vehicles, ensuring that there is a 24/7 execution of fuel operations at store-level including product handling, supplies ordering and pricing compliance, managing training and coaching for all fuel services, coordinating daily fuel operations assignments and activities of associates.

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

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Defines and clarifies the issue or situation at hand to determine whether it warrants action or whether it is important, urgent or both

Avoids snap judgment and decisions; takes the time to jot down potential solutions to situations before making a call

2

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

Very compassionate and listens to the client's concerns making them know they are heard

Always willing to accept responsibility for the tasks given and remain accountable

2

ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc.

Display sound judgment when deciding on alternatives and choices for performance

Avoids personal confrontations in the workplace while looking for workable solutions

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.

Takes responsibility for personal growth and development providing the company benefits too

Demonstrates high initiative and energy in pursuing the set goals

3

PEOPLE READING: People Reading is the ability to creatively and quietly read the important non-verbal intuitive cues that people give off without their knowledge.

Avoids focusing on the person's negative traits and makes an effort to concentrate on the positives

Looks for behavior consistent with what a person says in order to find out if they are honest about their strengths and weaknesses

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 who else is involved in own goals and works together to develop a plan to accomplish them

Develops contingency plans for the obstacles that one has anticipated and how and when each plan should be implemented

2

RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant.

Continuously looks for and acts upon opportunities in order to improve service, quality and productivity standards of the company

Aligns personal goals with those of the team or company and works hard to achieve them promptly and efficiently

2

COST CUTTING: Cost Cutting is the ability to reduce costs or workplace expenses that may be excess costs that can be limited.

Conducts meetings to educate employees on the need to cut costs and asks suggestions from them on the same

Is reluctant to give credit; thoroughly checks a client's credit background before extending credit

2

QUALITY MANAGEMENT: Quality Management is the management approach to the long-term success through customer satisfaction that directly involves the employees in the continual improvement of the daily tasks.

Agrees on high standards and quality on the outset, when working with a client or other employees

Seeks feedback from other employees and customers to make sure that high work standards and quality are being maintained

2

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

Discourages intolerance between individuals and groups with different cultural practices and beliefs

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

2

Self Evaluation

Self Evaluation Question

Employee Comments

JUDGMENT SKILLS:

Describe a time when you have had to think on your feet in order to extricate yourself from a difficult situation. What was the outcome

In your opinion, what factors should one consider when comparing the pros and cons of two potential vendors for processing payroll?

[employee comments]
INITIATIVE:

Do you have to be told what to do or you take the lead?

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

[employee comments]
ORIENTATION TO WORK:

How well do handle pressure and stress in the workplace?

Are you too hard on yourself when you make mistakes?

[employee comments]
PERSONAL GROWTH:

Do you accept positive criticism and work on the areas that need change?

Would you like to see your career grow as the company does?

[employee comments]
PEOPLE READING:

What measures do you take to make sure someone feels comfortable in an environment that is obviously not comfortable?

Can you give an example of a time when your ability to read others helped you stay out of trouble?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you failed to meet your goals because they were unreal? What did you do?

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

[employee comments]
RESULTS ORIENTATION:

Is there a time when you have handled a project that demanded a lot of effort? How did you go about it?

Describe a project that you have started on your own recently. What motivated you to get started?

[employee comments]
COST CUTTING:

Describe a time when you have helped your company save the most. What expense was it and how did you go about it?

In your opinion, do you think working from home saves the company money, or it's just a way to encourage laziness? Explain your answer

[employee comments]
QUALITY MANAGEMENT:

How have you made sure to deliver quality work even when working under pressure?

Describe the most recent project you have completed. What are some of the most common quality issues you identified and what was the cause?

[employee comments]
INTERCULTURAL COMPETENCE:

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

How often do you encourage others to appreciate and experience different ways of doing and seeing things?

[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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