Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a field service technician. Find the right words with quality phrases.
A Field Service Technician is liable for servicing home based equipment like the security systems, appliances, computer equipment, television, stereos, heating, and ventilation units. This position also works in big factories to repair machinery, diesel engines or computer networks.
The responsibilities of this post are producing timely and detailed serviced reports, providing services and customer support during field visits or dispatches, handling all onsite installation, repair, maintenance and test tasks, diagnosing failures or industrial problems and determine proper solutions, building positive relationships with the customers, following company's filed procedures and protocols, operating vehicle in a safely manner and use field automation systems.
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 |
|---|---|---|
| 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. | Always delivers talks or speeches before doing thorough research on the topic. Talks too fast in a manner that the other person does not comprehend what is being said. | 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. | Is always open-minded and readily accepts what others have to contribute. Shows strong level-headedness when assessing situations and coming up with 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. | Demonstrates less knowledge of the equipment parts and their respective functions. Does not consider all the available and potential solutions when solving problems. | 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. | Does not fulfill administrative and performance management functions as required. Is not diplomatic and does not handle issues in an objective way. | 1 |
| LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place. | Highly useful in bonding employees together to create a solid team Motivates and encourages the team to take responsibility for their performance | 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. | Looks for opportunities to practice different skills, implement new processes, take on new responsibilities and learn a new software Takes advantage of free online education options in order to keep updated on emerging trends on one's career | 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. | Creates a vision board but does not put it in a place where one can see it thus fails to achieve own goals Sets goals but believes that one does not have what it takes to achieve them thus lacks the motivation to accomplish them | 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 sets any objectives when initiating process improvement efforts and most efforts end up being fruitless Fails to map existing processes and does not utilize existing business process models when attempting to capture complex scenarios | 1 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Demonstrates inability to identify more important tasks first and focuses more on quantity than quality Demonstrates inability to balance work and life and creates time for only one aspect at the expense of the other | 1 |
| TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace. | Demonstrates little knowledge about how complex systems and processes work Does not understand the basics of coding and programming and is always unable to design simple programs | 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? Have you ever tried to copy somebody else's way of talking and how did it turn out? | [employee comments] |
| PROBLEM SOLVING: How well do you solve issues and are you confident in your abilities? How well do you brainstorm before setting out to solve a problem? | [employee comments] |
| TROUBLESHOOTING: How well do you consider the possible alternatives before solving a problem? Have you ever been given feedback and you implemented it? How was the result? | [employee comments] |
| ADMINISTRATIVE SKILLS: How well do you encourage your employees to be the best they can be and to trust in their abilities? How well do you manage the pressures of your administrative position? | [employee comments] |
| LEADERSHIP SKILLS: Are you reliable to answer the employees? questions without lying? Are you likely to favor and compromise justice in the event of a conflict? | [employee comments] |
| COMPETITIVENESS: Are there times you have had to demonstrate leadership skills at work in order to stand out from the rest of your colleagues? Were there times you got a promotion for displaying consistent overall growth and improvement? | [employee comments] |
| REALISTIC GOAL SETTING: How do you make sure that your own goals match the company goals? What have you done to help other people to set realistic goals? Give the last time you did this | [employee comments] |
| PROCESS IMPROVEMENT: What efforts are you making to learn more about new procedures? How often do you use existing benchmarks to complete processes in accordance with the set standards? | [employee comments] |
| SCHEDULING: Have you ever failed to add contingency time when scheduling and how did you correct the mistake? How often do you encourage others to work steadily towards both career and personal goals? | [employee comments] |
| TECHNICAL SKILLS: Can you describe your experience with using new systems? Which challenges did you face and how did you solve them? Have you ever failed to follow technical instructions when using a new system? What did you do to improve? | [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: |