Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a maintenance manager. Find the right words with quality phrases.
A Maintenance Manager is accountable for overseeing all maintenance efforts across an organization like the upkeep of buildings, landscapes, vehicles and offices.
The duties of this post include coordinating maintenance workers efforts to ensure the employer property like buildings and grounds are kept up, identifying areas for improvement and assigning employees to take care of the issues, developing maintenance schedules and enforcing them among the support staff, delegating tasks to meet the maintenance schedule and satisfy employer needs, managing the set ups and take downs of different levels, contacting and scheduling repairmen and extra help as required, communicating plans for upper level improvements to maintenance workers, performing administrative tasks are required.
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 |
|---|---|---|
| INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc. | Does not dress to suit the interview and the dressing is usually not professional. Arrives late for the interview process and looks disoriented in most cases. | 1 |
| CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking. | Demonstrates well assertive and decisive ability when it comes to handling problems. Not afraid to make mistakes and tries to find creative ways to handle any issue. | 2 |
| MANAGING REMOTE TEAMS: Managing Remote Teams is working under no physical supervision from your manager or supervisor while staying on task and communication to report on the daily progress. | Keeps team members' communication limited to work only and does not engage them in conversations that bring a sense of community Hires great remote employees but does not take the time to train them or explain what is required of them by the company | 1 |
| SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life. | Fails to provide a working environment that meets the subordinate's expectations Does not resolve small problems until they grow to a significant conflict | 1 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Holds high ethical standards that are apparent through all the work delivered 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. | Display sound judgment when deciding on alternatives and choices for performance With tight deadlines and budget constraints, remains highly decisive on the measures to take | 2 |
| 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. | Does not observe the body language, such as making eye contact or facial expressions, when having a conversation Is unable to distinguish between sadness and happiness in people thus draws wrong conclusions | 1 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Does not take the time to evaluate the effectiveness of a solution to a problem before implementing it Always has a hard time asking for guidance or understanding what the results of a project should be | 1 |
| COST CUTTING: Cost Cutting is the ability to reduce costs or workplace expenses that may be excess costs that can be limited. | Gets all the company checks from the bank rather than considering ordering them from a printing company Uses telephone systems to communicate with employees in remote areas and does not consider trying the available free call services | 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. | Does not check own work for mistakes before submitting thus often delivers poor quality work Does not lead by example; always produces substandard work but asks others to produce quality work | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INTERVIEWING: Describe the best interview you have ever attended, and you felt you performed well? What is the one question you find challenging to answer during an interview and why? | [employee comments] |
| CRITICAL THINKING: Do you get to appreciate and learn from your mistakes and how do you deal with making wrong decisions? How well do you consider having a concrete conclusion when presenting your ideas? | [employee comments] |
| MANAGING REMOTE TEAMS: What systems or applications do you use to monitor your team's work and to enable effective communication between remote employees? How do you deal with a remote worker who constantly fails to deliver projects on time or delivers work, which is poorly done? | [employee comments] |
| SUPERVISORY SKILLS: Do you develop an action-oriented plan to improve competence and impact in the workplace? Are you good at decision making and dealing with confrontation? | [employee comments] |
| INITIATIVE: Are you pushed to think creatively and explore new opportunities? Do you accept responsibility quickly without passing on the blame? | [employee comments] |
| ORIENTATION TO WORK: Do you deliver your work within the set deadlines or are you always making excuses? Are you a fast learner or you need something repeated over and over again for you to understand? | [employee comments] |
| PEOPLE READING: What measures do you take to make sure someone feels comfortable in an environment that is obviously not comfortable? Can you describe a time when you were able to adapt to a wide variety of people by reading, understanding and accepting their character? | [employee comments] |
| RESULTS ORIENTATION: Describe a particular time when you have been effective in prioritizing tasks and accomplishing a goal on schedule. What are the challenges you faced and how did you overcome them? Describe a time when instructions on a project were not clear. What made them unclear and what did you do? | [employee comments] |
| COST CUTTING: What are some of the things that you have done to help cut costs in your company? 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? What motivates you to produce quality work constantly? Describe a time when you have been rewarded for consistently producing quality work. | [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: |