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Field Performance Review - v3
Field Performance Review - v3
Russ Moore

Field Performance Review - v3

Employee performance review

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Free Field Performance Review - v3 Checklist

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Title Page

  • Name:

  • Position:

  • Manager:

Section 1 Employee

PERFORMANCE - EMPLOYEE SECTION

  • Click on each box to select from the drop down option and justify in the comments section.
    Rating: Too New to Evaluate, Below, Meets, Exceeds Tyco Standards

  • Performance Area

  • Quality of Work (Accuracy and Thoroughness)

  • Start Date:

  • Areas of Improvement:

  • Comments (optional)

  • Reference Positive Actions:

  • Productivity (Volume of work produced)

  • Start Date:

  • Areas of Improvement:

  • Comments (optional)

  • Reference Positive Actions:

  • Job Knowledge (Theory and practical application)

  • Start Date:

  • Areas of Improvement:

  • Comments (optional)

  • Reference Positive Actions:

  • Reliability (to complete tasks)

  • Start Date:

  • Areas of Improvement:

  • Comments (optional)

  • Reference Positive Actions:

  • Relationship with colleagues, supervisor, customer

  • Start Date:

  • Areas of Improvement:

  • Comments (optional)

  • Reference Positive Actions:

  • Judgement (Decision making skills)

  • Start Date:

  • Areas of Improvement:

  • Comments (optional)

  • Reference Positive Actions:

  • EHS/Zero Harm (refer to Employee Guidance Document for questions)

  • Start Date:

  • Areas of Improvement:

  • Comments (optional)

  • Reference Positive Actions:

LEADERSHIP ESSENTIALS - EMPLOYEE SECTION

  • Refer to Engineers Competency template in Guidance Documents DO = Development Opportunity D = Demonstrates S = Strength
    Click on each box to select from the drop down options

  • THOUGHT LEADERSHIP

  • Strategic Thinking

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • Enterprise Mindset

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • Entrepreneurial Risk Taking

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • RESULTS LEADERSHIP

  • Customer Focus

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • Change Leadership

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • Execution

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • PEOPLE LEADERSHIP

  • Inspire and Influence

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • Collaborate Across Boundaries

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • Develop Talent

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • SELF LEADERSHIP

  • Courage

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • Agility

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • Self-Direction

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • BEHAVIOURS SUMMARY

  • Results achieved against goals were below expectations. The employee did not demonstrate the Tyco Values and/or Leadership Essentials required for successful performance.

  • Results achieved against goals have not consistently met expectations or employee may have achieved goals but may have not demonstrated the Tyco Values and/or Leadership Essentials required for successful performance.

  • Results achieved against goals met expectations. Demonstrated or improved demonstration of Tyco Values as well as Leadership Essentials necessary for successful performance.

  • Results achieved against goals met and often exceeded goal expectations. Demonstration of Tyco Values and Leadership Essentials necessary for successful performance at or above standard.

  • Results significantly exceeded goal expectations. Exemplary demonstration of the Tyco Values and Leadership Essentials necessary for successful performance. This rating distinguishes a employee who was easily recognised as extraordinary for the fiscal year.

  • RESULTS SUMMARY

  • Results achieved against goals were below expectations. The employee did not demonstrate the Tyco Values and/or Leadership Essentials required for successful performance.

  • Results achieved against goals have not consistently met expectations or employee may have achieved goals but may have not demonstrated the Tyco Values and/or Leadership Essentials required for successful performance.

  • Results achieved against goals met expectations. Demonstrated or improved demonstration of Tyco Values as well as Leadership Essentials necessary for successful performance.

  • Results achieved against goals met and often exceeded goal expectations. Demonstration of Tyco Values and Leadership Essentials necessary for successful performance at or above standard.

  • Results significantly exceeded goal expectations. Exemplary demonstration of the Tyco Values and Leadership Essentials necessary for successful performance. This rating distinguishes a employee who was easily recognised as extraordinary for the fiscal year.

Section 2 Manager

PERFORMANCE - MANAGER SECTION

  • Click on each box to select from the drop down option and justify in the comments section.
    Rating: Too New to Evaluate, Below, Meets, Exceeds Tyco Standards

  • Performance Area

  • Quality of Work (Accuracy and Thoroughness)

  • Start Date:

  • Areas of Improvement:

  • Comments (optional)

  • Reference Positive Actions:

  • Productivity (Volume of work produced)

  • Start Date:

  • Areas of Improvement:

  • Comments (optional)

  • Reference Positive Actions:

  • Job Knowledge (Theory and practical application)

  • Start Date:

  • Areas of Improvement:

  • Comments (optional)

  • Reference Positive Actions:

  • Reliability (to complete tasks)

  • Start Date:

  • Areas of Improvement:

  • Comments (optional)

  • Reference Positive Actions:

  • Relationship with colleagues, supervisor, customer

  • Start Date:

  • Areas of Improvement:

  • Comments (optional)

  • Reference Positive Actions:

  • Judgement (Decision making skills)

  • Start Date:

  • Areas of Improvement:

  • Comments (optional)

  • Reference Positive Actions:

  • EHS/Zero Harm (refer to Employee Guidance Document for questions)

  • Start Date:

  • Areas of Improvement:

  • Comments (optional)

  • Reference Positive Actions:

LEADERSHIP ESSENTIALS - MANAGER SECTION

  • Refer to Engineers Competency template in Guidance Documents DO = Development Opportunity D = Demonstrates S = Strength
    Click on each box to select from the drop down options

  • THOUGHT LEADERSHIP

  • Enterprise Mindset

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • Strategic Thinking

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • Entrepreneurial Risk Taking

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • RESULTS LEADERSHIP

  • Customer Focus

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • Change Leadership

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • Execution

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • PEOPLE LEADERSHIP

  • Inspire and Influence

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • Collaborate Across Boundaries

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • Develop Talent

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • SELF LEADERSHIP

  • Courage

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • Agility

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • Self-Direction

  • Area of Focus:

  • Comments (optional)

  • Reference Positive Actions:

  • BEHAVIOURS SUMMARY

  • Results achieved against goals were below expectations. The employee did not demonstrate the Tyco Values and/or Leadership Essentials required for successful performance.

  • Results achieved against goals have not consistently met expectations or employee may have achieved goals but may have not demonstrated the Tyco Values and/or Leadership Essentials required for successful performance.

  • Results achieved against goals met expectations. Demonstrated or improved demonstration of Tyco Values as well as Leadership Essentials necessary for successful performance.

  • Results achieved against goals met and often exceeded goal expectations. Demonstration of Tyco Values and Leadership Essentials necessary for successful performance at or above standard.

  • Results significantly exceeded goal expectations. Exemplary demonstration of the Tyco Values and Leadership Essentials necessary for successful performance. This rating distinguishes a employee who was easily recognised as extraordinary for the fiscal year.

  • RESULTS SUMMARY

  • Results achieved against goals were below expectations. The employee did not demonstrate the Tyco Values and/or Leadership Essentials required for successful performance.

  • Results achieved against goals have not consistently met expectations or employee may have achieved goals but may have not demonstrated the Tyco Values and/or Leadership Essentials required for successful performance.

  • Results achieved against goals met expectations. Demonstrated or improved demonstration of Tyco Values as well as Leadership Essentials necessary for successful performance.

  • Results achieved against goals met and often exceeded goal expectations. Demonstration of Tyco Values and Leadership Essentials necessary for successful performance at or above standard.

  • Results significantly exceeded goal expectations. Exemplary demonstration of the Tyco Values and Leadership Essentials necessary for successful performance. This rating distinguishes a employee who was easily recognised as extraordinary for the fiscal year.

Section 3 Development Oppertunities

DEVELOPMENT OPPORTUNITIES

  • To be discussed with Manager during 1 to 1. Consider all forms of training, for example, learning from colleagues, external training etc. Please be as specific as you can, using the categories below

  • Please Select Multiple Development Opportunities from List

    • Commercial Awareness
    • Operational & Process Excellence
    • Customer Service
    • PC Skills
    • Financial Awarness
    • Personal Developement
    • Further Education
    • Product Knowledge
    • Health & Safety
    • Technical Training
    • Management Training
    • Other

  • Commercial Awareness Training Requirement:

  • Operational & Process Excellent Training Requirement:

  • Customer Service Training Requirement:

  • PC Skills Training Requirement:

  • Financial Awareness Training Requirement:

  • Personal Development Training Requirement:

  • Further Education Training Requirement:

  • Product Knowledge Training Requirement:

  • Health & Safety Training Requirement:

  • Technical Training Requirement:

  • Management Training Requirement:

  • Other Training Requirement:

Section 4 Summary

EMPLOYEE SUMMARY COMMENTS/FOCUS FOR NEXT 12 MONTHS

MANAGER SUMMARY COMMENTS/FOCUS FOR NEXT 12 MONTHS

  • Manager Signature:

  • Employee Signature:

Section 5 Mid Year Assessment

MID YEAR ASSESSMENT - Manager to complete during discussion

  • Are the comments in Performance Section still relevant?

  • Are there any comments to add?

  • Have agreed training needs been met? If not Manager to instigate sourcing.

EMPLOYEE SUMMARY MID YEAR COMMENTS

MANAGER SUMMARY MID YEAR COMMENTS

  • Manager Signature:

  • Employee Signature:

Field Performance Review - v3
Russ Moore

Field Performance Review - v3

Employee performance review

Use this Template
The templates available in our Public Library have been created by our customers and employees to help get you started using SafetyCulture's solutions. The templates are intended to be used as hypothetical examples only and should not be used as a substitute for professional advice. You should seek your own professional advice to determine if the use of a template is permissible in your workplace or jurisdiction. You should independently determine whether the template is suitable for your circumstances.

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