Does anyone have a template they would be willing to share for field crew reviews?
We are looking to make a standard form for the yearly review process, and would like to see what others are using to help make sure we are not forgetting any items that ought to be covered.
Bump TTT
Haven't seen one in over a decade. I have always thought they should go both ways, giving the employee an opportunity to provide input on their supervisor and general operations as well.
Just two questions:
What did we do well?
What can we do better?
party chef, post: 334463, member: 98 wrote: Haven't seen one in over a decade. I have always thought they should go both ways, giving the employee an opportunity to provide input on their supervisor and general operations as well.
It's a brave employee providing input like that!
Seb, post: 334473, member: 7509 wrote: It's a brave employee providing input like that!
That's what's called a team...
Here is what our company had all employees (engineers, planners, landscape architects, and surveyors, etc.) fill out last year under the heading of "Employee Self-Assessment".
1. List your most significant accomplishments or contributions since last year.
2. Since the last appraisal period, have you successfully performed any new tasks or additional duties outside the scope of your regular responsibilities? If so, please specify.
3. To which of the following factors would you attribute your professional development since last year: on-the-job project experience, peer training, management coaching or mentoring, onsite training, offsite seminars/classes (specify if self-directed or required by your supervisor), better exposure to challenging projects, other - please describe.
4. Describe areas you feel require improvement in terms of your professional capabilities. List the steps you plan to take and/or the resources you need to accomplish this.
5. Studies have shown that high client satisfaction and employee satisfaction is closely linked. What are your ideas for improving the Company's client and/or employee satisfaction and retention?
6. State two career goals for the coming year and indicate how you plan to accomplish them?
7. State Company objective goals for coming year and indicate your role in accomplishing them?
It's pretty much in line with similar things I've been exposed to at other companies. And as with other companies I've been exposed to it is pretty much forgotten by both management and employee as soon as it's done - until the next annual review. IMO, these should be progress reviewed with the employee on (at least) a monthly basis if they are to be taken seriously.
SC Crew Chief, post: 334299, member: 8876 wrote: Does anyone have a template they would be willing to share for field crew reviews?
We are looking to make a standard form for the yearly review process, and would like to see what others are using to help make sure we are not forgetting any items that ought to be covered.
Attached are two performance evaluation forms, non-supervisory and supervisory, that I made up maybe 30 years ago.
USE AT YOR OWN RISK!
Of course, there's a story that goes with these two forms! Starting back in the mid-60's, for 12 years, I worked at the County of Orange. As a public agency, they were heavily invested in the use of these type of formal performance evaluation forms to be used every year without fail, every time you got a raise, every time you got promoted, and if there was a problem situation that came up. I grew to hate receiving these forms almost as much as I hated completing them for subordinates. It was as if it was just make work to put in a personnel file somewhere.
Later, with my own company, I thought that we should have a more formal performance evaluation system, so I made up these forms. I can't even remember if they were ever used before I came to my senses. I really do not like giving or receiving these forms, and I don't think anyone else does either.
If your employees do not know what you think of their performance ALL of the time, then you are not really communicating very effectively. I firmly believe in management by walking around. See what your people are up to. Talk with them. This is much more effective than a stupid form.
But then, what do I know?
When I worked a government job I was tasked with bi-annual reviews of all the seven to twelve employees under my supervision, it actually is an ardent task. The standard forms were pretty much bureaucratic gooble-dee-gook, but I had to perform this task or MY evaluation suffered...
Once a month I would put all their names in a coffee can, with the working days of the month in another. Then I would match a name up with a date. On that date I would make a point to observe that employee for at least three hours on that day and write down what they were doing on thirty minute intervals and note whether I thought what they were doing was productive or not. At the end of a six month period I would review all the notes I had made about that employee and fill out their evaluation forms. Although it sounds random and screwy, it actually is a good sampling of their activity.
Funny thing, however...I kept my process secret and my employee files locked. I had taken all my notes to an HR meeting at the central office one day and the HR director saw them and asked what they were. I saw the color leave his face as I explained my process and showed him my notes. Long story short, I was asked to stop "spying" (wtf?) on my employees and make evaluations based on my observations over the entire six months and not random slices of their time. My big question was (and it was never answered) what is the difference between watching (spying) them once in a while, or watching them all the time?
I was a horrible government employee...
At the end of the field season I would evaluate employees (temps) that had worked for me. This wasn't required but i felt going over their strong and weak points was good for the temp. Those that showed an interest I tried to direct to school. The hard part came next,
I would ask them to evaluate my boss ability. I learned a lot and I be leave it made me a better boss.