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