Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an equipment maintenance technician. Find the right words with quality phrases.
An Equipment Maintenance Technician is responsible for performing highly diversified duties to troubleshoot, install, repair and maintain production and facility development according to the safety measures and maintenance systems put in place.
The roles for this position include reading and interpreting equipment manuals and work orders to perform required maintenance and service, performing highly diversified duties to install and maintain production machines and equipment, diagnosing problems, replacing and repairing parts, testing and making adjustments, performing simple machinist duties and responsibilities, doing mechanic works including mechanical electrical, pneumatic, hydraulic, troubleshooting and repair of production machines, using a variation of hand and power tools, electric meters and material handling facilities in performing duties.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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. | Fails to explain unclear issues when having a conversation and does not find out if the other party understands. 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 |
| TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system. | Does not adequately undertake research or study before commencing any troubleshooting procedure. Does not show any strong critical thinking and design thinking abilities. | 1 |
| ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team. | Fails to meet expectations in an effective and timely manner. Does not know how to use technology related equipment and processes properly. | 1 |
| INTERPERSONAL SKILLS: Interpersonal Skills are a set of abilities that enable a person to positively interact and work with others effectively while avoiding office disputes and personal issues with each other. | Always seeks to improve by learning new techniques and skills. Knows how and when to give constructive feedback to others and easily accepts correction. | 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 Builds an "I can do better" mentality and always works hard to proof that fact | 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. | Gives up on unreasonable goals instead of trying to adjust them as necessary to fit one's own reality Quits too soon; gets discouraged when things don't turn out as expected instead of trying again | 1 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Makes little effort to overcome obstacles, resolve problems, or find alternative methods to accomplish tasks or projects Does not seem to learn from repeat mistakes and keeps on making new ones | 1 |
| PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level. | Hardly knows the root cause of errors in processes and is always unable to correct existing problems Rarely attends think tank and ideation sessions that can assist in learning more ideas that can improve processes | 1 |
| TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier. | Does not show willingness to learn more about new technology fields Hardly advocates for the implementation of modern technologies that assist in sharing and storing data efficiently such as cloud storage | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| VERBAL COMMUNICATION: Have you ever tried to think about what you would say from another person's perspective? Do you give people ample time to talk before you state your point or views? | [employee comments] |
| PROBLEM SOLVING: How well do you accommodate other people ideas and opinions when trying to solve a problem? Are you in most cases conversant with what the problem is before you solve it? | [employee comments] |
| TROUBLESHOOTING: Give an instance that you used your past knowledge to solve a current problem? Give an instance you failed to deliver a task you had been given by a client. How did you resolve it? | [employee comments] |
| ADMINISTRATIVE SKILLS: Do you encourage those under you to perform professionally at all times? How conversant are you with the technology while dispensing your administrative roles? | [employee comments] |
| INTERPERSONAL SKILLS: How well do you work with those around you to ensure things are done? Do you normally take the time to build meaningful and positive relationships with others? | [employee comments] |
| COMPETITIVENESS: What sort of projects did you generate that required you to go beyond your job description? What have you done to increase your knowledge and understanding about competitiveness in the workplace? | [employee comments] |
| REALISTIC GOAL SETTING: Describe step-by-step, how you go about setting your goals. How do you determine your goals' requirements? What have you done to help other people to set realistic goals? Give the last time you did this | [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? When you have a lot of projects you need to complete, what do you do to accomplish them effectively and promptly? | [employee comments] |
| PROCESS IMPROVEMENT: How often do you encourage colleagues to undergo training on new procedures? How often do you eliminate steps that are of no value in a process? | [employee comments] |
| TECHNOLOGY TREND AWARENESS: What efforts are you making to learn more about data mining techniques? Have you ever advocated for the implementation of modern technologies that can assist in sharing and storing data more efficiently? | [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: |