Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a fuel manager. Find the right words with quality phrases.
A fuel manager is liable for managing all aspects of the fuel offered at the store level and executing all fuel programs in compliance with corporate and regulatory guidelines. This position is also liable for maintaining a safe, clean and customer focused fuel environment at all times.
The principal duties of this post includes ensuring a pleasant shopping experience for all customers, responding to customer complaints or enquiries, soliciting customer feedback, input and information through various communication vehicles, ensuring that there is a 24/7 execution of fuel operations at store-level including product handling, supplies ordering and pricing compliance, managing training and coaching for all fuel services, coordinating daily fuel operations assignments and activities of associates.
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 |
|---|---|---|
| JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion. | Does not take the time to understand the problem thus gives ineffective solutions or fails the entire decision-making process Does not take the time to familiarize oneself with alternative solutions to a problem even when stuck between choices that feel inadequate in terms of achieving one's goals | 1 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Shows high energy in undertaking challenges related to the assigned tasks Instill a sense of teamwork among the co-workers promoting an atmosphere of cooperation and collaboration | 2 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Regularly needs administration input in regards to the results or end goals of tasks assigned Be a little less cautious and learn it is okay to make mistakes | 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. | Is never serious about handling the set goals within the time given Jumps from one goal to the other without accomplishing anything | 1 |
| PEOPLE READING: People Reading is the ability to creatively and quietly read the important non-verbal intuitive cues that people give off without their knowledge. | Avoids focusing on the person's negative traits and makes an effort to concentrate on the positives Looks for behavior consistent with what a person says in order to find out if they are honest about their strengths and weaknesses | 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. | Determines which requirements will be part of the goal achieving process and works hard to meet these requirements Keeps the list containing own goals in a place where one can frequently reference them in order to stay motivated | 2 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Shows little concern for the assigned tasks; fails to meet service, quality, and productivity standards for any assigned task Is not able to communicate properly, own understanding of the tasks or projects and the desired results | 1 |
| COST CUTTING: Cost Cutting is the ability to reduce costs or workplace expenses that may be excess costs that can be limited. | Assumes that many company costs are fixed and does not care to check the cost incurred every year for each service Always pays invoices late thus faces late payment charges and penalties | 1 |
| QUALITY MANAGEMENT: Quality Management is the management approach to the long-term success through customer satisfaction that directly involves the employees in the continual improvement of the daily tasks. | Assumes to know everything and does not seek clarification even when one is stuck or knows nothing about the assigned work Does not monitor the progress of projects against the milestones or quality standards that have been agreed on | 1 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Constantly disrespectful to people with diverse cultural backgrounds and often alienates them Shows unwillingness to take part in professional development courses and forums that enhance intercultural competency | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| JUDGMENT SKILLS: Is there a time you have made a difficult decision? How did you handle the feedback? Is there a way you could have handled the situation differently? In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines? | [employee comments] |
| INITIATIVE: Are you pushed to think creatively and explore new opportunities? How well do you handle work pressure, deadlines, and coworkers? | [employee comments] |
| ORIENTATION TO WORK: Do you follow the company's policies in executing the tasks given? How well do you relate to your co-workers and management? | [employee comments] |
| PERSONAL GROWTH: Are you fully committed to remaining an active part of the company? Do you find it hard to work with the management in certain areas? | [employee comments] |
| PEOPLE READING: Can you describe a situation where you found yourself dealing with a customer who didn't like you? How did you go about it? Describe a time when you made an effort to know a colleague of another department. How did you do it? | [employee comments] |
| REALISTIC GOAL SETTING: Is there a time when you failed to meet your goals because they were unreal? What did you do? How have you ensured that your goals are measurable, achievable, specific and timely? | [employee comments] |
| RESULTS ORIENTATION: Is there a time when you were not satisfied with the results you achieved for your goals? What was the problem? Describe a time when instructions on a project were not clear. What made them unclear and what did you do? | [employee comments] |
| COST CUTTING: Describe a time when you have helped your company save the most. What expense was it and how did you go about it? Given a chance, what are some of the things you would change in your company to help it cut its expenses? | [employee comments] |
| QUALITY MANAGEMENT: Describe a specific time when you have had to deal with a team member who constantly produced substandard work. How did you go about it? How do you keep track of your projects to ensure that each milestone meets the agreed quality standards? | [employee comments] |
| INTERCULTURAL COMPETENCE: What are you doing to increase links to networks of individuals and groups from different cultural backgrounds? How often do you encourage others to show respect to people with diverse cultural backgrounds? | [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: |