2020 PERFORMANCE Review
Reviewing Manager's Name
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Reviewing Manager's Email
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Employee Name
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Please enter the name of the employee you are reviewing
First Name
Last Name
Employee Position
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Branch/Location
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(AFS) Birmingham
(AFS) Chattanooga
(AFS) Huntsville
(AFS) Knoxville
(AFS) Mobile
(AFS) Nashville
(CBS) Colorado Springs
(CBS) Denver
(FFA) Orlando
(FRS) Kansas City
(FRS) Moberly
(FRS) Springfield
(FRS) St. Louis
(FSM) Grand Rapids
(FSM) Livonia
(FSM) Traverse City
(FRWC) Grand Junction
(IFS) Indiana
(IBA) Fargo
(IBA) Minneapolis
(IBA) Rush City
(JES) Appomattox
(JES) Baltimore
(JES) Chester
(JES) Manassas
(JES) Roanoke
(JES) Virginia Beach
(MVFS) Columbia
(MVFS) Greenville
(OBS) Cleveland
(OBA) Cincinnati
(OBA) Columbus
(THBS) Raleigh
(THBS) Winston Salem
(GW) Corporate
IMG
A1 Sewer & Drain
(AQG) Atlanta
(DRP) Charlotte
COVER & MOVE
Ensuring our actions are helping the overall team win. This could mean providing support to another crew, team, or different department. 1= Hardly Ever 2=Occasionally 3=Frequently 4=Almost Always
Displays team-first mindset and actions
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*ENTER EMPLOYEE RESPONSE FOR: Displays team-first mindset and actions
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Willingness to support other departments as needed
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*ENTER EMPLOYEE RESPONSE FOR: Willingness to support other departments as needed
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Builds relationships across departments/crews
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*ENTER EMPLOYEE RESPONSE FOR: Builds relationships across departments/crews
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Understands how actions impact other teams
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*ENTER EMPLOYEE RESPONSE FOR: Understands how actions impact other teams
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COVER AND MOVE Comments
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(Explain where employee did well or may need improvement in this category? Was there disconnect between employee and manager scoring? If so, discuss here)
SIMPLE
Planning and Communication. Create simple plans and communicate them in a simple, clear, and concise manner to our customers and teammates. 1= Hardly Ever 2=Occasionally 3=Frequently 4=Almost Always
Creates simple plans and solutions to problems
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*ENTER EMPLOYEE RESPONSE FOR: Creates simple plans and solutions to problems
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Seeks clarity to understand plans and role
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*ENTER EMPLOYEE RESPONSE FOR: Seeks clarity to understand plans and role
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Communicates at appropriate intervals
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*ENTER EMPLOYEE RESPONSE FOR: Communicates at appropriate intervals
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Utilizes appropriate methods to communicate
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*ENTER EMPLOYEE RESPONSE FOR: Utilizes appropriate methods to communicate
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SIMPLE Comments
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(Explain where employee did well or may need improvement in this category? Was there disconnect between employee and manager scoring? If so, discuss here)
PRIORITIZE & EXECUTE
Detach your emotions, identify the steps required to solve the problem, put them in priority order, and then execute. 1= Hardly Ever 2=Occasionally 3=Frequently 4=Almost Always
Detaches emotions from decision making
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*ENTER EMPLOYEE RESPONSE FOR: Detaches emotions from decision making
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Completes tasks or jobs on time
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*ENTER EMPLOYEE RESPONSE FOR: Completes tasks or jobs on time
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Allocates resources to highest impact tasks
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*ENTER EMPLOYEE RESPONSE FOR: Allocates resources to highest impact tasks
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Reassesses priorities on appropriate basis
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*ENTER EMPLOYEE RESPONSE FOR: Reassesses priorities on appropriate basis
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PRIORITIZE & EXECUTE Comments
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(Explain where employee did well or may need improvement in this category? Was there disconnect between employee and manager scoring? If so, discuss here)
DECENTRALIZED COMMAND
Leadership at every level by communicating the ‘why’ behind what we do. 1= Hardly Ever 2=Occasionally 3=Frequently 4=Almost Always
Builds trust up and down the chain of command
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*ENTER EMPLOYEE RESPONSE FOR: Builds trust up and down the chain of command
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Understands the 'why' behind job tasks
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*ENTER EMPLOYEE RESPONSE FOR: Understands the 'why' behind job tasks
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Communicates the ‘why’ to the team
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*ENTER EMPLOYEE RESPONSE FOR: Communicates the ‘why’ to the team
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Delivers results through teamwork
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*ENTER EMPLOYEE RESPONSE FOR: Delivers results through teamwork
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DECENTRALIZED COMMAND Comments
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(Explain where employee did well or may need improvement in this category? Was there disconnect between employee and manager scoring? If so, discuss here)
OWNERSHIP
Not casting blame, pointing fingers or making excuses. A winning mindset is taking ownership of a problem. When you take ownership and apply these behaviors, the problem goes away. 1= Hardly Ever 2=Occasionally 3=Frequently 4=Almost Always
Aggressively solves problems that emerge
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*ENTER EMPLOYEE RESPONSE FOR: Aggressively solves problems that emerge
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Always looks to improve, never satisfied
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*ENTER EMPLOYEE RESPONSE FOR: Always looks to improve, never satisfied
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Makes no excuses or casts blame
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*ENTER EMPLOYEE RESPONSE FOR: Makes no excuses or casts blame
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Takes ownership of the Customer Experience
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*ENTER EMPLOYEE RESPONSE FOR: Takes ownership of the Customer Experience
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OWNERSHIP Comments
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(Explain where employee did well or may need improvement in this category? Was there disconnect between employee and manager scoring? If so, discuss here)
OVERALL RATING
Final Assessment
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Exceeded Expectations
Met Expectations
Partially Met Expectations
Below Expectations
Too New to Rate
*EMPLOYEE'S RESPONSE FOR THEIR OVERALL RATING
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Exceeded Expectations
Met Expectations
Partially Met Expectations
Below Expectations
Summary
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Performance Evaluation: "Please provide an overall performance evaluation of employee based on the 5 Leadership Principles"
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