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

A utility plant operator ensures the proper functioning of a utility plant by operating, repairing, monitoring and maintaining utility systems. He/she operates electronic controls of the air conditioning and heating systems as well as monitoring for repairs on the utility system.

Other duties including repairing and maintaining air conditioning, ventilating and heating systems as well as generators; operating power distributions systems as well as operating and maintaining drainage and sewerage systems. They also include inspecting machinery; controlling the quality of water by performing tests on boiled and chilled water; operating, monitoring, repairing and maintaining piping systems; keeping records of the equipment and their operating logs; controlling repair and maintenance materials and stock as well as ensuring that the utility equipment is well lubricated.

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.

Takes a lot of time handling an issue with a customer, which includes too high average time per call.

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.

Less distracted by the workplace disorganization and delivers the right results.

Respects all workmates whether in authority position or not and follows all protocols.

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.

A difficult person who is too difficult to handle generally or follow rules

Has inferior abilities to establish personal priorities and courses of action

1

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.

Gathers all the facts and gets inputs from others before making effective decisions

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

2

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.

Ability to meet the strictest deadlines without giving any excuses

Listens to the counsel of the management and coworkers and adjusts where there is need

2

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.

Constantly demands reliability from other employees and clients but not from oneself

Always comes up with excuses or blames other employees when deadlines are not met, or tasks are not done

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.

Allows oneself to feel overwhelmed with the thought of completing a large project instead of breaking the project down into smaller, manageable tasks

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

1

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

Jumps from one task to the other instead of concentrating on a single activity at a time

Sets unrealistic goals for oneself and members of the team and blames them when these goals are not accomplished or when work runs late

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.

Hardly knows the root cause of errors in processes and is always unable to correct existing problems

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

1

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Do you actively solicit feedback from customers to determine their concerns and needs? Explain how.

What do you understand by excellent customer service? Explain a time when you offered it.

[employee comments]
ORGANIZED WORKPLACE:

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

Is there teamwork in the organization? How do teams perform when assigned tasks and projects to handle?

[employee comments]
ETHICAL BEHAVIOR:

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

Do you provide honest feedback when asked to give any?

[employee comments]
INITIATIVE:

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

Do you accept responsibility quickly without passing on the blame?

[employee comments]
ORIENTATION TO WORK:

Do you follow the company's policies in executing the tasks given?

Are you too hard on yourself when you make mistakes?

[employee comments]
PERSONAL GROWTH:

Are you fully committed to remaining an active part of the company?

What changes do you need to inject in your personal goals to make you better?

[employee comments]
CONSISTENCY AND RELIABILITY:

Describe a time when you took responsibility for an error and were held personally accountable. What happened?

Describe a time your workday ended before completing a task. Did you end up finishing the task? How did you do 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]
QUANTITY OF WORK:

Describe a time when you have had to adjust your working pattern in order to be more productive. How did this affect the quantity of work you produced?

Describe a time when you had to focus all your attention and energy to get a project done. Did you meet the set productivity goals?

[employee comments]
PROCESS IMPROVEMENT:

What efforts are you making to learn more about new procedures?

How often do you use existing benchmarks to complete processes in accordance with the set standards?

[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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