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

A Maintenance Supervisor is responsible for maintaining all systems and equipment by completing preventing and maintenance schedules, restoring, repairing, rebuilding or replacing faulty or inoperative components and parts as well as supervising staff.

Main duties for this position include accomplishing maintenance human resources objectives by selecting, orienting, training, assigning, scheduling, coaching, counseling and disciplining employees, communicating job expectations, planning, monitoring and appraising job contributions, recommending compensation actions, meeting maintenance operational standards by contributing maintenance information to strategic plans and reviews, implementing production, productivity, quality and customer service standards, meeting maintenance financial standards by providing annual budget information, monitoring expenditures, identifying variances, implementing corrective actions, improving function and reliability of facility systems, evaluating functionality and reliability of facility 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

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.

Does the work assigned in the required manner and meets deadlines.

Documents all processes and items and is accountable to everything given out to him or her.

2

URGENCY: Urgency is the speed that drives businesses fast in order to keep them from disconnecting from what they are aiming to achieve but pursue it with a sense of urgency.

Shows speed when working around the office and with other workmates.

Always focused when handling a particular task and ensures there is less distraction around.

2

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.

Always tries to seek clarification on issues that are not well understood.

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

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.

Challenges the abilities of the subordinates by bringing out the best in them

Always readily accessible to subordinates developing a spirit of teamwork

2

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

Always goes above and beyond the job description and duties to satisfy the customers

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

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.

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

Works at a comfortable pace that thoroughly analyzes all situations before handing a final solution

2

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Takes ownership of personal or team performance and helps team members to achieve their goals or improve their performance

Lives the company's values and consistently maintains one's ethical principles even in the most challenging situations

2

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

Nimbly navigates obstacles and problems even when facing complex and unique circumstances

Plans, prioritizes and balances tasks in order to meet goals, commitments, and deadlines effectively

2

DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period.

Starts own projects as soon as one can in order to avoid scrambling for time when the deadlines approach

Negotiates due dates with the people concerned in order to have more control and reduce stress when working on a project

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.

Demonstrates the understanding and knowledge of policy, procedures, and standards in own area of work and that of others

Uses a range of project management tools and techniques to keep projects and their activities on track

2

Self Evaluation

Self Evaluation Question

Employee Comments

ORGANIZED WORKPLACE:

Are the channels for solving issues clear to you? If yes, explain why?

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

[employee comments]
URGENCY:

How can you rate yourself regarding responding to work related duties?

Is there a time you had to delegate tasks to your colleagues when it required urgency?

[employee comments]
INTERVIEWING:

Describe the best interview you have ever attended, and you felt you performed well?

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

[employee comments]
SUPERVISORY SKILLS:

Have you come up with appropriate boundaries and do you follow them?

Are you good at decision making and dealing with confrontation?

[employee comments]
INITIATIVE:

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

How well do you handle work pressure, deadlines, and coworkers?

[employee comments]
ORIENTATION TO WORK:

Do you follow the company's policies in executing the tasks given?

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

[employee comments]
PERSONAL ACCOUNTABILITY:

Describe an occasion when you chose not to complete a task, for whatever reason. What happened?

Can you think of a time when you have motivated yourself to finish unpleasant tasks? What steps did you take?

[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?

How do you motivate your team members to stay focused on achieving results?

[employee comments]
DEADLINES - ON TIME:

How have you kept yourself motivated to meet deadlines at work? How have you helped others on the same?

What are some of the tools that you have used to prioritize your tasks? How has this helped meet your deadlines?

[employee comments]
QUALITY MANAGEMENT:

Describe a time when you have suspended a supplier's contract with your company because he/she was supplying low-quality products. How did you go about it?

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]

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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