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

A Plant Manager is responsible for planning, organizing, directing and managing all daily plant operations with overall responsibility for production, maintenance, quality and other production-related activities that exceed the customer's expectations.

Essential functions of this position include directing, managing plant operations for production, maintenance, quality and shipping and receiving, coordinating plant activities through planning with departmental managers to insure the total manufacturing objectives are accomplished, developing and controlling profits, plans and budgets, implementing cost effective systems of control over capital, managing capital asset maintenance, establishing and monitoring overall plant performance for production and quality standards, controlling and minimizing labor overtime, repair expenses and premium freight.

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.

Offers the wrong advice; tells people to be what they are not or do what they should not when they come for advice

Is unwilling to share one's knowledge; does not share what one has read with others or some of the inspirational books one has read

1

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Allows employees to be critical about ideas and suggests solutions to expand an idea

Asks a variety of people with various backgrounds for responses in order to evaluate how majority of other people view the decision

2

PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions.

Has a laid back management style that does not offer structure and form to the employees leading to inferior performance

Has abysmal listening skills that do not care what the employees are saying

1

APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them.

Has difficulties in mastering and adhering to new procedures of evaluation and appraising

Does not give credible results on employee assessments already undertaken

1

COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition.

Holds respect for coworkers thus creating a peaceful atmosphere in the workplace

Satisfies both the management's requirements and the company's as well

2

EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched.

Resists the urge to shoot off an email or text to a colleague when angry. Instead, saves it as draft and sends it after cooling off

Decorates working spaces with pictures and mementos that bring happy memories at work to help calm down when feeling stressed

2

CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results.

Is not trustworthy thus, is unable to win customers and other employees confidence

Always shirks duties or passes on one's work to someone else

1

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Thinks that one is perfect in persuasion and therefore fails to hone own skills instead of looking at areas where one needs to improve

Does not do enough research about the solution one is presenting thus gives the other person incomplete information

1

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Rarely participates in celebrations and events that feature people with different cultures

Does little to discourage intolerance between individuals and groups with different cultural practices and beliefs

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

Fails to map existing processes and does not utilize existing business process models when attempting to capture complex scenarios

1

Self Evaluation

Self Evaluation Question

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?

Is there a time when you have had difficulties getting a colleague to accept your advice? What was your approach?

[employee comments]
DECISION MAKING:

Is there a time when you have had to deal with a difficult customer? If yes, explain how you went about deciding on what strategy to employ when dealing with the customer

Can you give specific examples of decisions that you make rapidly and those that take more time?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are the goals you set achievable or do they cause work stress among the employees?

Have you recognized your strengths and weaknesses in dealing with the different employees?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

Can you be relied upon to deliver accurate and timely data?

Do you work with the employees after the assessment to see better results?

[employee comments]
COOPERATION WITH COLLEAGUES:

Do you cultivate a team spirit through all forms of communication?

What are your strengthens and how do you utilize them in the group?

[employee comments]
EMOTION MANAGEMENT:

Is there a time you made a hasty business decision that you ultimately regretted? What was the outcome?

Can you think of a time when you got depressed because you felt the workplace was not a good fit for you? How did you cope with that?

[employee comments]
CONSISTENCY AND RELIABILITY:

Is there a time that other employees' actions negatively impacted on a task for which you were responsible? What did you do?

Describe a time your workday ended before completing a task. Did you end up finishing the task? How did you do it?

[employee comments]
PERSUADING OTHERS:

What are some of the things that you have done to improve your ability to persuade others?

What are some of the challenges you have faced when trying to persuade others and how have you overcome them?

[employee comments]
INTERCULTURAL COMPETENCE:

Are you actively involved in celebrations and events that feature people with different cultures?

How often do you encourage others to show respect to people with diverse cultural backgrounds?

[employee comments]
PROCESS IMPROVEMENT:

What efforts are you making to learn more about new procedures?

How often do you eliminate steps that are of no value in a process?

[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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