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

An elevator inspector has the main role of inspecting the installation, operation, construction, repair, and maintenance of elevators to ensure they comply with the code of regulations and they are safe to operate and to detect any mechanical failures and potential hazards. He/she also prepares and maintains documents relating to the inspection of elevators.

Other duties include enforcing the elevators safety code, conducting investigations when accidents occur due to the use of unsafe equipment, inspecting controls and electrical structures of the elevators, seals elevators if there exists imminent danger, confers with the owners of the buildings or the maintenance personnel concerning the operating conditions of the elevators and writes correspondence relating to the job such as accident reports, elevator data or violations.

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

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Talks more and listens less; does not listen when a colleague comes with a problem or gives suggestions to improve a certain situation

Does not lead by example; always does things quite the opposite of what everyone else expects

1

DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome.

Ensures the project's or task's success through ongoing monitoring and communication as well as provision of credit and the required resources

Takes the time to prepare and develop the discipline to map out exactly what one is asking for

2

PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done.

Uses a work area that is a giant mess making it impossible to find information required on time

Assumes a wait and see approach on every project without taking any action

1

ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you.

Finds it difficult to trust other employees, thus, is not able to influence positive change in the workplace

Is not proactive and does not see the need to initiate things

1

CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues.

Redesigns various company's departments in order to meet long-term objectives

Understands the impact of changing customers' needs to the future of the company

2

PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish.

Avoids situations that put one in trouble like gossiping about other employees or having an argument with a customer

Is able to continue moving forward and sustain effort even after a setback or negative feedback

2

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Develops a company's vision but does not indicate where the company is headed or where one wants it to be

Does not seek help from others even when one really needs it or doesn't understand a crucial part of the long-range planning process

1

ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal.

Goes back and forth between different tasks thus slows down own brains and clouds own judgment

Keeps clients' and employees' information scattered all over the place thus makes it hard for one to locate it when needed

1

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

Does not put enough energy or attention on the assigned task and is uneven in own productivity

Works on many tasks that should be delegated thus constantly feels overwhelmed

1

ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business.

Hardly remembers information and has a poor visual perception of information

Demonstrates little knowledge of working with numbers and figures and is often unable to interpret mathematical information

1

Self Evaluation

Self Evaluation Question

Employee Comments

INSPIRING OTHERS:

What are some of the books you have read, places you have been or things you have done that have inspired you the most?

Give a good example of a time when there was a conflict in your team, but you were able to fix it. What had happened? What did you do?

[employee comments]
DELEGATION:

What are some of the techniques or methods you have used to ensure effective delegation?

Would you train a new employee to perform a certain task for you or would you prefer an employee who already has the required skills to handle the task? Why?

[employee comments]
PLANNING AND SCHEDULING:

Do your planning skills need improvement or are they ready to go?

Are you well versed with the IT systems for planning and scheduling?

[employee comments]
ENTHUSIASM:

Can you describe a time when you were totally lost in your work in a good way and time just flew by?

Can you think of a time when you sought a colleague's idea or opinion when working on a new project?

[employee comments]
CONCEPTUAL THINKING:

Describe a time when you identified customer's needs on a particular project. What resources did you call on to help?

Describe the steps and methods you have used to identify a vision for your department. What would you have done differently?

[employee comments]
PERSONAL DRIVE:

Describe how you demonstrate personal drive at work. What have you done to improve your personal drive?

Can you think of a time when the events or actions of a colleague adversely affected your personal drive? How did you cope with that?

[employee comments]
LONG RANGE PLANNING:

Describe a time when you have had a hard time accomplishing your long-range plan. What was the problem and how did you solve it?

Describe the most successful long-term goal that you have accomplished. How did you go about making it a success?

[employee comments]
ORGANIZATIONAL SKILLS:

What are some of the tools that you have used to organize your tasks at work? Would you recommend these tools to other employees?

How do you differentiate tasks that bring you closer to your goals from those that don't add value to your goals? How do you treat both tasks?

[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 training program that you have enhanced or developed to improve the quantity of work produced by your team. How has this benefited the team?

[employee comments]
ANALYTICAL SKILLS:

What is the most complex analytical task you have ever undertaken?

Can you describe a situation where your analytical outcome was incorrect? How did you solve the problem?

[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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