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

A Maintenance Manager is accountable for overseeing all maintenance efforts across an organization like the upkeep of buildings, landscapes, vehicles and offices.

The duties of this post include coordinating maintenance workers efforts to ensure the employer property like buildings and grounds are kept up, identifying areas for improvement and assigning employees to take care of the issues, developing maintenance schedules and enforcing them among the support staff, delegating tasks to meet the maintenance schedule and satisfy employer needs, managing the set ups and take downs of different levels, contacting and scheduling repairmen and extra help as required, communicating plans for upper level improvements to maintenance workers, performing administrative tasks are required.

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

INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc.

Makes good eye contact, stands, and sits in the correct posture.

Does not appear desperate when answering or asking questions in an interview.

2

CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking.

Tries to always consider all factors at play before deciding on a particular methods or way.

Shows great flexibility when it comes to changing strategies and tact while dealing with different problems.

2

MANAGING REMOTE TEAMS: Managing Remote Teams is working under no physical supervision from your manager or supervisor while staying on task and communication to report on the daily progress.

Keeps the communication lines open in both directions in order to allow team members to address their thoughts, issues, comments, and questions

Schedules a daily "huddle" where team members share what they did on the previous day, what they are currently working on, and some of the challenges they are facing

2

SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life.

Effectively motivates the subordinates to exert more necessary effort to attain the set goals

Makes certain that employees have a clear understanding of their responsibilities

3

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

Does not pause to be told what to do, always seeks new tasks to work on

Always ready to take on new tasks whenever it happens

3

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.

Stops personal or group emotions from clouding or taking over business judgment

With tight deadlines and budget constraints, remains highly decisive on the measures to take

2

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.

Listens to how a person talks about the less fortunate members of their society in order to determine their level of empathy

Looks for inconsistencies in a person's behavior and asks them questions when something doesn't seem to add up

2

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

Takes responsibility for resolving problems and works diligently in order to find the most effective solutions when problems occur

Compares work performance and the expected outcomes against the set standards in order to achieve quality results

2

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

Downloads free forms online instead of buying them from the local office supply store

Visits free software websites to download free software products, free trials, or limited versions of the full products

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.

Audits the work of other employees in order to ensure that the right procedures or steps are being followed

Places quality results in a place where everyone can see in order to demonstrate own commitment to quality and high standards to the members of the team

2

Self Evaluation

Self Evaluation Question

Employee Comments

INTERVIEWING:

How well can you rate your confidence level before going about an interview process?

If you are told to describe yourself in three words, how will you answer it?

[employee comments]
CRITICAL THINKING:

How well do you consider all the factors available before making your decision?

How well do you consider having a concrete conclusion when presenting your ideas?

[employee comments]
MANAGING REMOTE TEAMS:

What systems or applications do you use to monitor your team's work and to enable effective communication between remote employees?

How do you prepare for and facilitate meetings with your remote workers? How do you make sure every worker attends these meetings?

[employee comments]
SUPERVISORY SKILLS:

Do you develop an action-oriented plan to improve competence and impact in the workplace?

Are you reliable to give a competent report on each employee's abilities?

[employee comments]
INITIATIVE:

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

Do you establish personal priorities to enable you to complete first tasks first?

[employee comments]
ORIENTATION TO WORK:

How well do handle pressure and stress in the workplace?

Do you learn valuable lessons from your past mistakes and correct them?

[employee comments]
PEOPLE READING:

Can you describe a situation where you found yourself dealing with a customer who didn't like you? How did you go about it?

Can you give an example of a time when you created an environment where differences were valued, encouraged and supported?

[employee comments]
RESULTS ORIENTATION:

What are some of the most common things that prevent people from achieving results from their goals? What do you think they should do differently?

Describe a time when instructions on a project were not clear. What made them unclear and what did you do?

[employee comments]
COST CUTTING:

How do you make sure to avoid mistakes at work that may cost the company money?

Describe a time when you had to do away with a project because it was very expensive. Why did you feel it was expensive?

[employee comments]
QUALITY MANAGEMENT:

How have you helped your team members produce quality work? How has this improved the overall productivity of the team?

What motivates you to produce quality work constantly? Describe a time when you have been rewarded for consistently producing quality work.

[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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