Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an operations and maintenance manager. Find the right words with quality phrases.
An Operations and Maintenance Manager is responsible for directing the maintenance and repair activities as well as overseeing the production of goods and provision of services. This position also ensures that the organization is running smoothly meeting the expectations and needs of the customers and clients.
The duties of this post include monitoring and investigating the current system of production or requirement to check its effectiveness, working out a strategy for improving the production systems, planning and controlling change, managing quality assurance programs, overseeing inventory, distribution of goods and facility layout, researching new technologies and alternative methods of efficiency, setting and evaluating budgets and managing costs, planning, directing, assigning and supervising the subordinate staff.
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 |
|---|---|---|
| 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. | Talks in an unclear and concise manner that the other people cannot understand. Does not carry all the required documents that need to be presented during the interview. | 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. Always feels comfortable and confident when seeking help or advice whenever stuck on solving 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. | Treats remote workers as individuals rather than team members who should support each other in achieving the set company's goals Does not set up metrics to measure progress, monitor output, or ensure deadlines and targets are being met | 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 handle both personal and workplace conflict according to the company's policies 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. | Very compassionate and listens to the client's concerns making them know they are heard Always eager to obtain constructive feedback that ensures better performance in all the tasks | 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. | Stops personal or group emotions from clouding or taking over business judgment Works at a comfortable pace that thoroughly analyzes all situations before handing a final solution | 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. | Sets goals without a clear plan on how to achieve them thus loses track along the way Sets goals based on what others want one to become instead of aligning them with the vision one has for own life | 1 |
| COST CUTTING: Cost Cutting is the ability to reduce costs or workplace expenses that may be excess costs that can be limited. | Regards working from home for employees as a way to encourage laziness, not a way to save on commuting allowances Stores company documents in printed form instead of scanning and saving them in hard drives and therefore save on paper and ink | 1 |
| PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly. | Does not collaborate with other managers or clients in order to understand the project goals; does not ask questions about deadlines Does not find out the factors that could affect the project quality such as lack of training or change in suppliers | 1 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Shows unwillingness to promote the implementation of new diversity initiatives Makes little efforts to promote professional development courses and forums that enhance diversity | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INTERVIEWING: How well can you rate your confidence level before going about an interview process? What is the one question you find challenging to answer during an interview and why? | [employee comments] |
| CRITICAL THINKING: How well do you research and gather facts and information before solving an issue? When expressing your ideas do you deliver them in a logical manner? | [employee comments] |
| MANAGING REMOTE TEAMS: What are some of the skills you look for when hiring employees to work remotely? 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 measure your performance as you gauge the performance of the employees? Are you reliable to give a competent report on each employee's abilities? | [employee comments] |
| INITIATIVE: Do you have to be told what to do or you take the lead? Do you have the ability to plan your personal goals and accomplish them? | [employee comments] |
| ORIENTATION TO WORK: Do you deliver your work within the set deadlines or are you always making excuses? How well do you relate to your co-workers and management? | [employee comments] |
| REALISTIC GOAL SETTING: Describe step-by-step, how you go about setting your goals. How do you determine your goals' requirements? How have you ensured that your goals are measurable, achievable, specific and timely? | [employee comments] |
| COST CUTTING: Describe the most recent budget you have prepared. What are some of the items you included in the budget? Describe a time when you have identified hidden charges in a company's software. How did you go about it? | [employee comments] |
| PROJECT MANAGEMENT: What methods/techniques have you used to track the progress of a team project? Describe a time when you have prevented a project from derailing Describe the most difficult project that you have ever managed. What made it difficult and how did you go about it? | [employee comments] |
| DIVERSITY AWARENESS: What have you done to increase your understanding of the perspectives of others? Have you ever made a joke that offended the beliefs of someone else and how did you rectify the situation? | [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: |