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

The Preventative Maintenance Engineer is responsible for ensuring that all the workplace equipment and processes are running smoothly by performing defensive or emergency maintenance duties at their places of work.

The major responsibilities are collecting and entering data necessary to update the facility and equipment management archive, implementing preventive maintenance programs, implementing special maintenance and control of technical results, arranging schedules for handling operations or long-term storage, checking of expense forecasts for maintenance activities and facility renewal, updating data concerning the certification of machines and equipment by arranging the schedule to check validity of it, maintaining of relations with inspection and technical qualification organizations in reference to the area of responsibility.

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

LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained.

Imposes solutions on other people's problems and appears to be impatient during a conversation.

Has difficulty seeking clarification to issues that are not well understood

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.

Always asks the right questions and raises any relevant issue when necessary.

Tries to be accommodative of other people's views and accepts them easily.

2

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Views the "feedback meeting" as an opportunity to vent, rather than a time to discuss a specific issue and help the person improve in the future

Always tells employees what they are doing wrong which makes them assume that they are not a good fit for the job

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.

Sets integrity aside when performing any task or dealing with any customer

Cannot be relied upon to help newbies adapt to the new environment

1

EQUAL OPPORTUNITY AND DIVERSITY: Equal Opportunity and Diversity means having employees from a wide range of background that includes different ages, gender, ethnicity, sexual orientation, religious belief, educational background, physical ability and treating them equally.

Helps those who require assistance without checking their age, race, color or position

Works towards creating a peaceful work environment by adhering to the rules and regulations

2

COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner.

Volunteers a few hours a week with a community association in order to gain valuable experience that can be used in the workplace

Grabs every opportunity that helps in getting noticed at work as this is a great step to building a professional competitive reputation

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.

Does not document steps taken to solve previous problems thus is unable to apply that knowledge to prevent future problems

Assumes to know everything that is happening in the company and does not seek input from other employees

1

BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace.

Makes poor strategic decisions, does not utilize good opportunities and makes little efforts to overcome competition

Rarely bothers to know what customers want and ends up losing existing customers and prospects

1

TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually.

Lacks enough capacity to work anytime from anywhere and on any device

Lags behind in using computers to execute repetitive, multiple, and complex tasks more efficiently

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.

Does not understand how to read machine prints and is unable to identify most symbols on drawings and blueprints

Demonstrates little willingness to learn how to read machine prints and diagrams

1

Self Evaluation

Self Evaluation Question

Employee Comments

LISTENING SKILLS:

Have you ever been interrupted by a speaker in the middle of a conversation?

Do you in most cases ask relevant questions when having a conversation?

[employee comments]
PROBLEM SOLVING:

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

How well are you keen on everything that is happening around you?

[employee comments]
GIVING FEEDBACK:

Describe the most difficult performance review you have handled. What made it difficult and how did you go about it?

How do you recognize and motivate employees who have constantly demonstrated excellent performance at work?

[employee comments]
DEPENDABILITY:

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

Are you a loyal person that your coworkers and management can rely on?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Are you lost in your world such that you don't care about others?

Do you make friends depending on how well they work with you or who they are?

[employee comments]
COMPETITIVENESS:

What is one thing you would like to improve about yourself in order to be more competitive at work?

What have you done to increase your knowledge and understanding about competitiveness in the workplace?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Describe a time when you have been able to see a huge future problem. What made this possible and how did solve it?

How do you test a new software in order to make sure that it does not have hidden issues?

[employee comments]
BUSINESS TREND AWARENESS:

What strategies are you using to get the latest information about current trends?

What strategies are you using to survey your competitors and are you noticing any results?

[employee comments]
TECHNOLOGY SAVVY:

Have you ever utilized the power of modern computing power to assist you in making better decisions?

How often do you encourage colleagues to use computers to execute repetitive, multiple, and complex tasks more efficiently?

[employee comments]
MECHANICAL SKILLS:

What efforts are you making to improve your ability to identify a wide range of symbols on drawings and blueprints?

How often do you rely on sketches, verbal instructions, and notes to complete project designs?

[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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