Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a hydraulic technician. Find the right words with quality phrases.

A Hydraulic Technician is primarily responsible for the upkeep and maintenance of heavy hydraulic equipment, repairs, and adjustment of the diesel power unit. This position is also known as a hydraulic mechanic ensures all the hydraulic systems function properly in the recommended environment.

The duties of this position include diagnosing the defects on the heavy duty equipment, carefully following instructions given by the foreman, repairing gasoline and diesel powered tractors, inspecting diesel powered units, hydraulic systems, and injection valves and systems, undergoing training with innovations in heavy equipment operations, repairs, and maintenance, improves operations, streamlines work processes, works cooperatively to provide seamless customer services, communicates any unsafe conditions or accidents in a timely manner.

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

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Speaks disrespectfully and arrogantly while in a conversation with others.

Speaks too much and does not give room to others to talk or share their thoughts.

1

PROBLEM SOLVING: Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.

Keeps things calm even when required to make quick decisions under high pressure.

Always portrays enough knowledge of the problem and its feasible solutions.

2

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 goals but does not know how to zig and zag one's way or put a clear plan to achieve them

Is not willing to share one's failures and successes as a way to help other employees understand that they are not the only ones who face challenges

1

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Attends networking events but remains in the company of a friend or colleague one attended the event with

Stays talking to a person one already knows instead of interacting with those one doesn't know

1

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Maintains the highest levels of personal integrity that make them admirable

Builds an environment of dependability and trust around the workplace

2

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Looks for changes that affect the requirements of the project and finds a solution as first as possible in order to keep the projects going

Sits down with the management team every time something new is added to the project in order to determine its verdict

2

TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time.

Delivers low-quality work to beat the clock and is poor in time-management

Rarely keeps a record of upcoming deadlines and major events

1

CUSTOMER SERVICE: Customer Service is the ability to cater for the needs of the client by providing excellent customer service without compromise.

Receives multiple customer complaints about failing to follow up on their inquiries as promised

Makes little efforts to redefine customer service processes to meet the ever-changing needs of customers

1

KNOWLEDGE MANAGEMENT: Knowledge Management is the ability to manage knowledge and information that is presented to the company from different sources without overlooking any of them.

Constantly fails to seek for further information and is poor at analyzing knowledge from multiple sources

Shows little understanding on how to use learning techniques and does not bother to check the experience of colleagues

1

MECHANICAL SKILLS: Mechanical Skills are the abilities to solve problems that arise in the workplace, although it may vary from one company to another.

Lacks analytical skills and is always unable to solve most problems brought by clients

Hardly knows how to identify weaknesses in mechanical tools and equipment

1

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Give an instance you were given the opportunity to talk to people. What was the reaction?

Do you give people ample time to talk before you state your point or views?

[employee comments]
PROBLEM SOLVING:

Give a situation that you solved a problem, and it was unsuccessful.

Are you in most cases conversant with what the problem is before you solve it?

[employee comments]
INSPIRING OTHERS:

What are some of the things you have done in the past to improve your ability to inspire others at work?

Describe a time when you felt you were able to inspire other employees in a big way. What did you do?

[employee comments]
NETWORKING:

Describe a networking event that changed your career life. What was the event about? What happened?

Is there a time when you have lost a great client due to poor networking techniques? What happened? What have you done to improve your networking skills?

[employee comments]
DEPENDABILITY:

Are you available when you need to complete a task or handle a difficult customer?

Do you finish all your projects and tasks within the allocated time?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Is there a time when you have faced a huge problem that could have been prevented? How did you go about solving it?

How do you set projects deadlines and milestones to make sure that employees meet them successfully?

[employee comments]
TIME MANAGEMENT:

Do you plan your time and evaluate how you use it periodically when working on a project?

Do you make your schedules flexible enough to accommodate emergencies?

[employee comments]
CUSTOMER SERVICE:

Were there any times you came across customers with special needs? How did you assist them?

Are there any instances where you delayed responding to a customer and did you give any explanations for the delay?

[employee comments]
KNOWLEDGE MANAGEMENT:

What are you doing to improve your understanding on when to seek for new knowledge?

What efforts are you making to improve your skills in analyzing knowledge from different sources?

[employee comments]
MECHANICAL SKILLS:

Have you ever failed to complete a task on time? What did you do to improve?

What efforts are you making to improve your ability to use a wide range of hand tools properly?

[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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