Use this step by step explanation to craft a good employee performance feedback review for an operations and maintenance manager. Find the right words with quality phrases.
An Operations and Maintenance Manager is responsible for directing the maintenance and repair activities as well as overseeing the production of goods and provision of services. This position also ensures that the organization is running smoothly meeting the expectations and needs of the customers and clients.
The duties of this post include monitoring and investigating the current system of production or requirement to check its effectiveness, working out a strategy for improving the production systems, planning and controlling change, managing quality assurance programs, overseeing inventory, distribution of goods and facility layout, researching new technologies and alternative methods of efficiency, setting and evaluating budgets and managing costs, planning, directing, assigning and supervising the subordinate staff.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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. | Always tries to seek clarification on issues that are not well understood. Prepares well for the interviews by doing adequate research on the position being offered. | 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. | Always seeks to ask questions as a form of finding a sound basis to solving a problem. Not afraid to make mistakes and tries to find creative ways to handle any issue. | 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. | Tries as much as possible not to ping a team member over messenger and refrains from calling them when one knows that they are busy working Puts essential information out in the open and avoids discussions in private channels in order to keep the whole team in the loop | 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. | Gives constant encouragement and constructive suggestions to subordinates assisting them in their work 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. | Very compassionate and listens to the client's concerns making them know they are heard 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. | Knows how to manage time and deal with performance problems effectively Always willing to work on activities that can affect the company with great caution | 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. | Does some research on the skills one needs to learn or what lifestyle changes one needs to make in order to achieve a goal Considers personal limitations and writes them down in order to come up with a complete picture of the challenges one might face | 3 |
| COST CUTTING: Cost Cutting is the ability to reduce costs or workplace expenses that may be excess costs that can be limited. | Considers the situations that can be catastrophic to the company and protects the company with adequate insurance Checks up on medical insurance for information on past claims or the loss ratio of the paid claims to premiums before buying their services | 2 |
| PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly. | Finds a place for everything so that resources, data and all the tools needed for projects are easily accessible; maintains a clear project team structure Facilitates discussions and resolves conflicts within the team and is able to develop lasting relationships with the key project stakeholders | 2 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Often assesses whether the current procedures, practices, and policies are diverse Often welcomes and considers the ideas and views of other people | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INTERVIEWING: Describe an interview you have attended, and you felt you did not perform well? Have you ever arrived at an interview late? How did you perform or what happened? | [employee comments] |
| CRITICAL THINKING: Give an instance you hurriedly made a decision without thinking it through and what was the result? How flexible are you when it comes to trying different ways of solving problems other than the intended way. | [employee comments] |
| MANAGING REMOTE TEAMS: What do you require in your physical workspace to be able to manage remote teams effectively? Is there a time when your system shut down such that you could not communicate with your remote workers? What did you do? | [employee comments] |
| SUPERVISORY SKILLS: Do you understand your core roles and responsibilities as a supervisor? Are you reliable to give a competent report on each employee's abilities? | [employee comments] |
| INITIATIVE: Are you prepared to learn new skills and incorporate them into your work? Do you have the ability to plan your personal goals and accomplish them? | [employee comments] |
| ORIENTATION TO WORK: Do you deliver your work within the set deadlines or are you always making excuses? How well do you relate to your co-workers and management? | [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 are some of the things that you have done to improve your ability to set realistic goals? | [employee comments] |
| COST CUTTING: How do you make sure to avoid mistakes at work that may cost the company money? Given a chance, what are some of the things you would change in your company to help it cut its expenses? | [employee comments] |
| PROJECT MANAGEMENT: What methods/techniques have you used to track the progress of a team project? Describe a time when you have prevented a project from derailing How do you make sure that you and your team deliver a project on time or exceed customer expectations? | [employee comments] |
| DIVERSITY AWARENESS: Have you participated in events that are diversity-related and what efforts are you making to promote them? What are some of the things you are doing to discourage harassment and bullying of people with diverse views? | [employee comments] |
Summary |
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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: |