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

An Equipment Operator is responsible for operating a variety of contractor equipment and trucks used in construction, preservation, and repair activities as well as performing a variety of semi-skilled tasks in the maintenance of information, street, and storm drainage systems.

The responsibilities for this post include operating trucks and construction or power equipment like mechanized broom, backhoe, man-lift, dump truck, snowplow, road gates, hydraulic excavators, skid steers, inductor truck, Operates trucks of different sizes and weights in the loading, hauling and unloading of various equipment, materials and supplies, support in the installing and maintenance of traffic control devices, operating jackhammers, mowers and other small appliances and tools to maintain street and utility systems, performs routine inspection and preventive maintenance on assigned equipment and refers repairs.

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

CUSTOMER ORIENTED: Customer Oriented is a skill that focuses primarily on the client as the King offering quality services that meet the customer's expectations with an aim to inspire people rather than just try to sell their product.

Fails to utilize cross-selling opportunities and does not know how to overcome initial objections.

Does not value the importance of customer service training, is frequently late to class, and sometimes fails to attend.

1

ORGANIZED WORKPLACE: Organized Workplace is a vital characteristic that helps the business to thrive for long term due to the sense of structure and order which efficiently promotes the team spirit.

Does the work assigned in the required manner and meets deadlines.

Documents all processes and items and is accountable to everything given out to him or her.

2

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Has been advised of unfair behavior but continues to repeat them

Reprimands and punishes other employees when concerns about inequity are raised

1

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Not as experienced and knowledgeable as shown in the application

Has inferior abilities to establish personal priorities and courses of action

1

PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace.

Has gained professional recognition fast due to the growth posted

Takes work very seriously and gives no excuse to be absent

2

SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace.

Acknowledges and recognizes the emotions of other colleagues and instills a constructive attitude and positive during complex and difficult times

Maintains awareness of one's own emotions and uses this knowledge to guide one's actions and to think in a favorable manner

2

COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization.

Shows increase in absenteeism, medical leaves, sick days and short-term disability

Often meets missed commitments and deadlines with explanations, finger-pointing, rationalizations and excuses

1

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.

Does not keep promises; always guarantees that deadlines will be met but constantly misses them

Does not show willingness to help other employees when the need arises

1

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Does not exert the consistent effort needed to meet own goals; sees own output slipping but does nothing about it

Regards productivity as other employees' concern; does not offer suggestions to increase the amount of work one produces

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.

Does not bother to implement parallel processing aimed at improving efficiency of processes

Does not bother to identify points at which improvements can be made

1

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Do you put in an extra effort and time in emergencies to ensure the needs of customers are met?

Can you describe an instance where you served an irate customer? What did you do?

[employee comments]
ORGANIZED WORKPLACE:

Has the company given you all the essential things you require to perform your duties/

How can you rate the general work morale? Are people in good spirits when discharging their roles?

[employee comments]
ETHICAL BEHAVIOR:

Can you be trusted with confidential information without leaking it out?

Are you willing to make serious sacrifices to keep your commitment to the company?

[employee comments]
INITIATIVE:

Do you have to be told what to do or you take the lead?

Do you establish personal priorities to enable you to complete first tasks first?

[employee comments]
PERSONAL GROWTH:

Do you make an immediate corrective action based on the coaching or feedback you receive?

Are you available to attend training and coaching workshops and do you benefit from them?

[employee comments]
SELF AWARENESS:

Can you think of a situation where you felt you needed to modify or adjust your behavior? How did you go about it?

Is there a time when you said something to your supervisor and later regretted saying it? What did you do?

[employee comments]
COMMITMENT TO THE JOB:

What are some of the things that get you dedicated and devoted to your work?

What has been your major work-related setback? What happened and how did you manage to keep moving forward?

[employee comments]
CONSISTENCY AND RELIABILITY:

How many days of attendance at work do you feel should be considered satisfactory? What has been your record of attendance at work?

Can you describe a time when personal issues pulled you away from work? How did you handle it?

[employee comments]
QUANTITY OF WORK:

Describe how you schedule tasks in a normal work day. What kind of tasks do you reserve for when you are most productive?

Describe a training program that you have enhanced or developed to improve the quantity of work produced by your team. How has this benefited the team?

[employee comments]
PROCESS IMPROVEMENT:

Which techniques are you employing to identify bottlenecks in processes and the points at which improvements can be made?

What efforts are you making to improve your ability to detect the root cause of errors in processes?

[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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