Performance Review Purpose & Instructions The performance review is a developmental and communication tool designed to assess and recognize an individual’s contribution to the company. It is designed to provide a forum to measure and discuss an individual’s skills and competencies in their job performance, identify areas for personal and professional growth, and to develop career goals and objectives. This tool is merely a formal record of the ongoing discussions and planning that is expected to exist between a supervisor and an employee regarding their expectations, results, and development. The review form addresses the following categories: Job Knowledge Teamwork Initiative Communication Decision Making Attitude/Professionalism Customer Service Accountability Personal Development There is also space available for additional specific topics as required. It is important that the employee complete the preparation questionnaire prior to the performance review to facilitate dialog between the employee and the supervisor. The Supervisor will complete his/her portion of the review prior to the meeting and then will complete the document after the review meeting. The five (5) point rating scale used in the review is as follows: Needs Improvement 1 2 Meets Expectations 3 Exceeds Expectations 4 5 Exceeds Expectations: 5: Continuously Exceeds requirements of the job. Exceptional achievement of expectations. 4: Occasionally Exceeds requirements of the job. Good achievement of expectations. Meets Expectations: 3: Meets requirements of job. Achieves required expectations. Needs Improvement: 2: Occasionally does not meet requirements of the job. Poor achievement of expectations. 1: Does not meet requirements of the job. Unacceptable achievement of expectations. Re-evaluate in 30 days. Performance Review Employee Name: Hire Date: Last Review Date: Position/Title: Supervisor: Scheduled Review Date: Rating Scale: Needs Improvement 1 2 Meets Expectations 3 Exceeds Expectations 4 5 Job Knowledge: Possesses a clear understanding of the responsibilities and tasks he/she performs. Has the technical skill necessary to perform the required duties. Rating: (1 – 5) Comments: Communication: Utilizes effective verbal and written communication skills with customers, supervisors, peers, and subordinates. Rating: (1 – 5) Comments: Customer Service: Displays positive customer service skills with internal and external customers. Has a thorough understanding of who his/her customers are. Rating: (1 – 5) Comments: Teamwork: Exhibits a willingness to cooperate, work, and communicate with coworkers, supervisors, and outside contacts. Rating: Comments: (1 – 5) Decision Making: Demonstrates proper judgment. Makes decisions in the best interest of the company and the customer. Rating: (1 – 5) Comments: Accountability: Can be depended on to complete and follow up on tasks. Is conscientious about attendance and timeliness. Rating: (1 – 5) Comments: Initiative: Demonstrates the ability to think and act independently. Develops innovative ideas to improve work processes. Rating: (1 – 5) Comments: Attitude/Professionalism: Deals with others in a positive, professional manner at all times. Presents a professional image and appearance. Rating: (1 – 5) Comments: Personal Development: Displays an interest in expanding his/her knowledge and abilities. Pursues training, continuing education, and/or job or career related information. Rating: (1 – 5) Comments: Additional Job Elements: Other specific job criteria. Rating: Comments: (1 – 5) Short-term goals and objectives: Six (6) to twelve (12) months 1. Dated action plan to achieve objectives. 1. 2. 2. 3. 3. Long-term goals and objectives: One (1) to five (5) years 1. Dated action plan to achieve objectives. 1. 2. 2. 3. 3. Employee Comments: Supervisor Comments: Employee Date Supervisor Date Performance Review Preparation Questionnaire Employee Name: Hire Date: Last Review Date: Position/Title: Supervisor: Scheduled Review Date: Please complete this questionnaire and bring it with you to your scheduled performance review. What tasks, projects, or specific responsibilities of my job have I performed well or accomplished successfully? What tasks or areas of responsibility of my job would I like to do better? How am I going to improve these areas of responsibility and achieve a greater level of performance? What can my supervisor do to help me be more effective in my job? What can other people/departments do to help me be more effective in my job? There is always room for improvements and new ideas. The following are suggestions for improvements within the company. What short and long-range goals would I like to set for myself? Short: (6 – 12 months) Long: (1 – 5 years) Please list any training or seminars that you have attended since your last review. Name of training/seminar Location Date List the top two things you have learned from the training listed above and how you have applied them to your job. 1. 2. List the topics or specific training programs or seminars that you would like to participate in the next twelve (12) months. Employee Date Supervisor Date PAPER WORK FLOW WO/PO's are turned in by Tech's NO Is Call Billable? Non-Billable WO's are sent to Service Manager for approval YES Yellow copies are sent to payroll Billable WO's are reviewed for accuracy and yellow copies removed Billable WO's are sent to appropriate CSR for cost/material/descriptions input Is Job Marked Complete? NO Place inputted WO into the bucket YES Review Dynamics for Other Assoc. WO's and Gather together all WO's. Check BUCKET for other WO's. Has ALL Cost Assoc. w/Job been inputted NO Place in HOLD Basket for Cost Review YES Review Calls on Weekly Basis to Gather Costs Change Call to "IN REVIEW" in Dyanamics, Gather all WO's and Give to Appropriate Supervisor Has Supervisor Reviewed Job in Dynamics? YES Supervisor to Return Folder to Billed File Storage Area CSR to Check Daily for Invoices to be Batched NO Supervisor to Review Did any Invoices get Generated? NO Check the Next Day YES Print Invoices on Letterhead and Prepare to mail Are There any Special Invoicing Needs? NO Mail Invoices YES Gather Needs and Mail Invoice File Copies of Invoices/WO's/All Associated Paper Work Year end Service Report Company A Revenue Gross Margin $ 10,909,019 $ 3,324,742 % Gross Margin Company B $ $ 30.48% 14,598,026 4,440,925 30.40% # Service trucks # Service Tech's total Total Employees Field to Office Ratio 35 45 56 4 to 1 Sales/ Service Truck $ 311,686 $ 280,731 Sales/ Total Employees $ 194,804 $ 197,270 Street Rate per hour Truck Charge $ $ 100.00 - $ $ 92.00 50 PM Hours Total Non-billable Hours (Vac/Hol) Non-billable Hours (training) 23820 5766 550 223 769 2,808 Non-billable Hours (Safety training) Non-billable Hours (standby) Non-billable Hours (other) Maintence Revenue HVAC Revenue Controls Revenue Plumbing Revenue 52 52 74.0 2.4 to 1 $704,627 $6,357,609 $0 $3,846,783 2,673,381.00 8,445,532.00 1,061,374.00 2,417,739.00 Service Dept (HVAC) Cost Total Revenue GM % Techs App. 2011 $3,993,263 $5,383,807 27 15 2012 $4,029,176 $5,816,836 31 14 6 4 Rev/tech Salesman Sales/Supervisors CSR $358,920.47 1 1.5 $415,488.29 1 2 4 3 Service Dept (Plumbing) Cost Total Revenue GM % Techs App. 2011 $1,627,623 $2,674,732 40 10 2012 $2,010,946 $2,955,973 34 10 0 0 Rev/tech Salesman Sales/Supervisors CSR $267,473.20 0 3 $295,597.30 0 3 4 3 Dispatch 1 1 Dispatch 1 1
© Copyright 2024