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

An elevator inspector has the main role of inspecting the installation, operation, construction, repair, and maintenance of elevators to ensure they comply with the code of regulations and they are safe to operate and to detect any mechanical failures and potential hazards. He/she also prepares and maintains documents relating to the inspection of elevators.

Other duties include enforcing the elevators safety code, conducting investigations when accidents occur due to the use of unsafe equipment, inspecting controls and electrical structures of the elevators, seals elevators if there exists imminent danger, confers with the owners of the buildings or the maintenance personnel concerning the operating conditions of the elevators and writes correspondence relating to the job such as accident reports, elevator data or violations.

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

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Sets realistic goals and develops a clear plan to accomplish them in order to avoid issues or confusion in future

Makes sure that everyone understands all the assignments and the deadlines when working with a team to avoid confusion

2

DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome.

Includes details and straightforward instructions in order to avoid most communication gaps and allow tasks to be executed effectively

Takes the time to prepare and develop the discipline to map out exactly what one is asking for

2

PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done.

Uses a highly efficient organizing system to develop strategies without losing sight of the goal

Strictly follows and stays on plan while helping other coworkers do the same

2

ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you.

Defines important goals and puts a plan together to accomplish them

Does not dwell on the negative; does not think about past mistakes or things that cannot be changed

3

CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues.

Thinks beyond the situation at hand and balances multiple perspectives when reaching a conclusion or setting a direction

Goes beyond past experiences and finds new ways of looking at issues to draw out new insight from complex and diverse information

3

PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish.

Avoids situations that put one in trouble like gossiping about other employees or having an argument with a customer

Feels anxious and have doubts, but has learned how to stop one's anxiety and doubts from overwhelming oneself

2

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Develops alternative visions of the company and works closely with the management team to choose the most compelling company vision

Reviews the long-term plans at least once a year to make sure that they reflect changes in the company's markets and its position

3

ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal.

Works on one task at a time and avoids multitasking as much as possible in order to improve own concentration

Works backward from the desired results to create milestones that provide one with a sense of priority and vision in the short and long term

2

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

Always seeks opportunities to produce more work even if it means working extra hours or coming to work before the reporting time

Is highly motivated and constantly offers outstanding suggestions to keep others motivated to exceed the company goals and expectations

2

ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business.

Relies on technical tools to understand trends when analyzing data

Seeks for assistance when analyzing complex and large volumes of data

2

Self Evaluation

Self Evaluation Question

Employee Comments

INSPIRING OTHERS:

People observe what you do more than they listen to how you speak. How do you ensure that your actions inspire others at work?

How do you reward employees whose work exceeds your expectations? Give an example of when this has happened

[employee comments]
DELEGATION:

Describe a time when you have had to deal with an employee who was not following your instructions on an assigned project. How did you go about it?

How do you ensure that the person you assign a task has understood all the instructions?

[employee comments]
PLANNING AND SCHEDULING:

Are there any new goals or responsibilities that you have assumed since your last evaluation?

Are you well versed with the IT systems for planning and scheduling?

[employee comments]
ENTHUSIASM:

Can you describe a time when you were totally lost in your work in a good way and time just flew by?

Can you think of a time when you sought a colleague's idea or opinion when working on a new project?

[employee comments]
CONCEPTUAL THINKING:

Can you give an example of when you integrated seemingly unrelated information in order to anticipate a problem or analyze a situation?

Give an example of a problem you solved when important facts were unavailable. What was the outcome? How was this problem affecting other employees?

[employee comments]
PERSONAL DRIVE:

What personal and career goals have you set for yourself? What are you doing to make sure that these goals are accomplished?

If you were given a management role, how would you create a working environment that employees found motivating?

[employee comments]
LONG RANGE PLANNING:

Who do you involve when deciding on a long-range plan for your company and why?

Do you think a vision statement is important to a company? In your opinion, what are some of the things that must be included in vision and mission statements?

[employee comments]
ORGANIZATIONAL SKILLS:

What are some of the tools that you have used to organize your tasks at work? Would you recommend these tools to other employees?

Describe a team project that was successful due to good organizational skills. What was your role?

[employee comments]
QUANTITY OF WORK:

Describe a time when you have had to adjust your working pattern in order to be more productive. How did this affect the quantity of work you produced?

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

[employee comments]
ANALYTICAL SKILLS:

What is the most complex analytical task you have ever undertaken?

What efforts are you making to search for the best sources of information?

[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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