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

A Maintenance Supervisor is responsible for maintaining all systems and equipment by completing preventing and maintenance schedules, restoring, repairing, rebuilding or replacing faulty or inoperative components and parts as well as supervising staff.

Main duties for this position include accomplishing maintenance human resources objectives by selecting, orienting, training, assigning, scheduling, coaching, counseling and disciplining employees, communicating job expectations, planning, monitoring and appraising job contributions, recommending compensation actions, meeting maintenance operational standards by contributing maintenance information to strategic plans and reviews, implementing production, productivity, quality and customer service standards, meeting maintenance financial standards by providing annual budget information, monitoring expenditures, identifying variances, implementing corrective actions, improving function and reliability of facility systems, evaluating functionality and reliability of facility systems.

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

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.

Not aware of all the company's rules and procedures and keeps making mistakes now and then.

Difficult coming up with workable solutions to basic workplace problems.

1

URGENCY: Urgency is the speed that drives businesses fast in order to keep them from disconnecting from what they are aiming to achieve but pursue it with a sense of urgency.

Shows speed when working around the office and with other workmates.

Maintains a high level of discipline and confidentiality when handling tasks and projects.

2

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.

Does not carry all the required documents that need to be presented during the interview.

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.

Turns small problems into big issues sometimes involving the entire staff

Does not appreciate the subordinates efforts leading to a demoralized workforce

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

Always willing to accept responsibility for the tasks given and remain accountable

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.

Knows how to manage time and deal with performance problems effectively

Works at a comfortable pace that thoroughly analyzes all situations before handing a final solution

2

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Does not create own processes and timelines for getting things done thus keeps on missing deadlines

Pretends to know everything and does not let other employees know when one does not know how to go about doing something

1

RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant.

Makes little effort to overcome obstacles, resolve problems, or find alternative methods to accomplish tasks or projects

Does not seem to learn from repeat mistakes and keeps on making new ones

1

DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period.

Agrees to a deadline that one knows is unattainable thus ends up unsatisfying the person who assigned the project and ruins own reputation

Is unable to prioritize when one is facing a pool of seemingly urgent tasks or projects

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 care about monitoring customers satisfaction or asking for feedback to find out what products or services needs a boost in quality

Does not lead by example; always produces substandard work but asks others to produce quality work

1

Self Evaluation

Self Evaluation Question

Employee Comments

ORGANIZED WORKPLACE:

Are you are reliable workmate? If yes, what have you done to show that?

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

[employee comments]
URGENCY:

How well do you prioritize and handle any work assigned to you?

Have ever been late in submitting tasks and projects and what lessons did you learn?

[employee comments]
INTERVIEWING:

Have you attended an interview and you had not prepared adequately? Explain how it went about?

Have you ever arrived at an interview late? How did you perform or what happened?

[employee comments]
SUPERVISORY SKILLS:

Have you come up with appropriate boundaries and do you follow them?

Are you good at decision making and dealing with confrontation?

[employee comments]
INITIATIVE:

Have you sighted any improvement from the last evaluation season?

Do you have the ability to plan your personal goals and accomplish them?

[employee comments]
ORIENTATION TO WORK:

How well do you manage your time assigned for the tasks?

Are you too hard on yourself when you make mistakes?

[employee comments]
PERSONAL ACCOUNTABILITY:

Can you describe a day when your supervisor was absent, and you had to make tough decisions? What are some of the decisions you made?

Describe a time when you had to admit to your supervisor that you had made a mistake. What happened?

[employee comments]
RESULTS ORIENTATION:

What are some of the most common things that prevent people from achieving results from their goals? What do you think they should do differently?

Describe a project/goal that required you to pay attention to detail. How did you go about accomplishing it?

[employee comments]
DEADLINES - ON TIME:

You are currently working on a project that is due in a few hours. Your boss assigns you another project that is due at exactly the same time as the current one. What do you do to make sure that you meet both deadlines?

How do you determine how much time is needed to finish a certain task? Is there a time when you have felt overloaded with work? What did you do?

[employee comments]
QUALITY MANAGEMENT:

Describe a time when you have suspended a supplier's contract with your company because he/she was supplying low-quality products. 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

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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