Title Page
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Foreman/Team Leader Performance Review
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Conducted on
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Prepared by
General Information
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Foreman/Team Leader Performance Review
(Flavell Logging Limited) -
A true well-balanced foreman/team leader has one foot in operations and one foot in a management level of responsibilities. This is difficult to achieve. However through reviewing the performance of "Foreman/Team Leader" requirements and responsibilities; this review is a tool to provide opportunity for improvement.
General Information: this section is a summary of generic information about the person being appraised and by whom.
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Job Purpose: (as per Job Description)
"To ensure that operations run safely and efficiently whilst maximising production". -
Foreman/Team Leader Name:
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Date review started:
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Review conducted by: (name all persons)
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Currently has responsibility for which crew(s):
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Location of Crew:
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If 'Other', write name of Forest:
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Tick if a Foreman/Team Leader Job Description has been signed.
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Date Job/Position Description signed:
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Has the Foreman/Team Leader had any formal (internal or external) training of their responsibilities of the role?
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Internal
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External
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Where and with whom was the training conducted?
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Date training was conducted:
Safety
Health and Safety: this section is about the health, wellbeing and safety of all persons including ones self, employees, contractors and visitors.
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Evaluate whether the employee conducts the following adequately.
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Takes all necessary steps to ensure a safe workplace by abiding to and promoting the Flavell Logging Ltd and Forest/Land Owner procedures, policies and rules.
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Stops all work on site if any act disregards the Health & Safety requirements or if an unsafe event occurs
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Ensures all Health & Safety paperwork (including Registers) are completed correctly and reported/provided in a timely manner to the Principal/Director (Flavell Logging Ltd) or the Health & Safety Administrator.
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Ensures daily toolbox/tailgate is conducted correctly including the completion of all relevant areas in the Daily Toolbox/Hazard ID book (note: contractor activity or alteration plans are to be considered)
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Report and discuss with relevant crew members or management any new hazards not recorded in the Hazard Register
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Assists with hazard ID assessment or review and accident/incident investigations as required or requested.
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Report in a timely manner any incidents, injuries, illnesses, other events to the Principal/Director (Flavell Logging Ltd) and the Health &Safety Administrator.
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Has the employee completed a First Aid Course?
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To what level of First Aid was completed:
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Who was the course with? (St Johns, Red Cross, etc)
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Date course was attended.
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Has the employee completed Fire Warden Training? (NZQA unit standard)
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Who was the course with? (e.g. Eastern Fire Service, Rural Fire Service, etc)
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Date course was attended.
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When did the employee attend a Health Check? (Spirometry, Audiology, Physical, Blood Pressure, etc)
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When did the employee attend a Alcohol & Other Drugs test?
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Has the employee been involved in any accidents/incidents/events in the past 12 months? (Whether an injury was sustained or not to the employee or any other persons) - includes property damage, misconduct, or unauthorised processes.
Event/Incident
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Select the type of event/incident
- Near Miss
- Incident - Injury Related (employee)
- Incident - Injury Related (other person/s)
- Motor Vehicle - damage, no injury
- Motor Vehicle - damage and injury
- Plant Equipment
- Environmental - minor
- Environmental - major
- Complaint - internal
- Complaint - external
- Misconduct - internal
- Misconduct - external
- Process Breach - internal
- Process Breach - external
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Date of incident/event
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Summary of event/incident (incl resolution if applicable)
Practical Demonstration:
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Evaluate the following tasks - to be conducted by the Principal/Director (Flavell Logging Ltd) or the Health & Safety Administrator.
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Conducting an effective tailgate/toolbox<br>- Performed prior to and with plenty of time before start of day<br>- Noted any crew member injuries, planned welfare checks, etc<br>- Noted and discussed any hazards for the day and work site with the crew<br>- Discussed any other issues (e.g. PPE, recent incidents, weather conditions, new processes, etc)<br>- Ensured paperwork is completed properly<br>
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Role/Task reassignment (if crew member is absent at the time of review)<br>- Informs who is absent to crew<br>- Discusses with the reassigned crew member the role and task for the day.<br>- Ensures reassigned crew member is qualified and competent for role.<br>- Ensures all paperwork is completed correctly.
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Demonstrates how to complete a Hazard Assessment
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Demonstrates the process of a Near Miss and/or Incident Reporting
Leadership
Leadership and Responsibilities: this section is relevant to leadership style, responsibilities and representation. It is also the opportunity for feedback from crew members (minimum of 3 to be interviewed)
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What type of LEADER does the employee appear to be (select up to 3 only)
- Participating (one of the Crew)
- Advising (informative only)
- Guiding (shows how and what)
- Collaborating (works together in a team)
- Coordinating (ensures things run to plan)
- Controlling (can only be done their way)
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Does the employee know and understand their responsibilities as a Foreman/Team Leader? (refer to Job Description)
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Does the employee know and understand their role as a Company Representative when dealing with visitors, contractors or Forest/Land Owners?
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Crew Feedback of Foreman/Team Leader:
Crew Feedback
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READ PRIOR to recording any information.
1. No names or identifying information is to be recorded in this feedback.
2. All possible methods of confidentiality will be adhered to within the controls of the person(s) conducting the interview.
3. All responses should be an honest answer and not vindictive. -
Please select how well you think your Foreman/Team Leader COMMUNICATES and PROVIDES INFORMATION to the crew.<br><br>- (consider job tasks, conducting tailgate/toolbox meetings, keeping crew informed of what's happening on site, any new employees starting, etc)
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Please rate how APPROACHABLE your Foreman/Team Leader is.<br>- ( consider areas such as discussing job tasks or hazards, assisting with paperwork, reporting incidents or injuries, need PPE, etc)
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Please rate how you think your Foreman/Team Leader handles SAFETY at the worksite.<br>- (consider advises of safety concerns at work or new hazards, reporting of injuries, stop work due to unsafe acts, PPE requirements, crew safety in general, etc) - Are they a Safety Role Model???
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Would you consider that your Foreman/Team Leader is conducting their role well?
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What areas do you think the Foreman/Team Leader could improve to conduct this role better?
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Do you have any additional comments about your Foreman/Team Leader and how they conduct/manage this role. (Note: vindictive, swear words or non-constructive comments may not be accepted, and management discretion will be utilised)
Self Review - Foreman/Team Leader
6. Self Review - Foreman/Team Leader: this is an opportunity for the employee to provide their own review of how they are doing in the role as Foreman/Team Leader.
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The following areas provide a quick summary of general performance.
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DEDICATION: Reports to work on time?
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DEDICATION: Uses time constructively? (does not muck around, take long breaks, etc)
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PERFORMANCE: Good working knowledge of operations and crew member tasks/roles?
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PERFORMANCE: Organises and performs work in a timely, professional manner.
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COOPERATION: Willingly accepts work tasks.
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COOPERATION: Willingly accepts changes in assignments not directly related to the job.
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COOPERATION: Attends training or meetings as required (Forest/Land Owner or Company)
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INITIATIVE: Performs daily regular tasks with little or no supervision.
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INITIATIVE: Performs all assigned duties with little or no supervision, even under pressure.
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INITIATIVE: Strives to meet production quota and deadlines.
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COMMUNICATION: Communicates clearly and intelligently in person and during telephone contact.
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COMMUNICATION: Liaises with and reports to Principal/Director (Flavell Logging Ltd) any incidents, accidents, injuries, operational issues or misconducts as soon as practicable.
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COMMUNICATION: Communicates all relevant operational information to crew members clearly, accurately and on time.
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TEAMWORK: Works well with all crew members without friction.
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TEAMWORK: Encourages team work.
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TEAMWORK: Supervise, direct and/or train crew members in relevant paperwork and operational tasks.
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CHARACTER: Accepts constructive criticism without unfavourable responses.
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RESPONSIVENESS: Handles stressful situations tactfully and professionally.
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PERSONALITY: Demonstrates a pleasant, calm personality when dealing with visitors, other contractors and fellow employees.
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PERSONALITY: In the absence of the Director (Flavell Logging Ltd) on site, professionally liaises with the Forest/Land Owner and carry out operational responsibilities.
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APPEARANCE: Correct work attire including PPE, clean and tidy
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WORK HABITS: Works according to company policy and procedures, applicable industry ACOP, Best Practice Guidelines and all applicable legislation.
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WORK HABITS: Ensure all crew members complete their daily/weekly paperwork.
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WORK HABITS: Ensures all plant and equipment is adequately maintained.
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Are there any concerns you have about your role? Please list here.
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Is there any training you think you may need that will help you do your role properly? Please list here.
Management Review
7. Management Review: this section is where the Principal/Director reviews all information and provides an informed summary of the Review.
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The following areas provide a quick summary of general performance.
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DEDICATION: Reports to work on time? (punctual, allows time to conduct relevant tasks/paperwork prior to on site start time)
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DEDICATION: Uses time constructively? (does not muck around, take long breaks, etc)
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PERFORMANCE: Understands all aspects of the operation including knowledge of other crew tasks and roles.
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PERFORMANCE: Organises and performs work in a timely, professional manner.
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COOPERATION: Willingly accepts work tasks.
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COOPERATION: Willingly accepts changes in assignments not directly related to the job.
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COOPERATION: Attends training or meetings as required (Forest/Land Owner or Company)
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INITIATIVE: Performs assigned tasks with little or no supervision
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INITIATIVE: Performs assigned duties with little or no supervision, even under pressure.
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INITIATIVE: Strives to meet production quota and deadlines.
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COMMUNICATION: Communicates clearly and intelligently in person and during telephone contact.
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COMMUNICATION: Liaises with and reports to Principal/Director (Flavell Logging Ltd) any incidents, accidents, injuries, operational issues or misconducts as soon as practicable.
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COMMUNICATION: Communicates all relevant operational information to crew members clearly, accurately and on time.
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TEAMWORK: Works well with all crew members without friction.
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TEAMWORK: Encourages team work.
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TEAMWORK: Supervise, direct and/or train crew members in relevant paperwork and operational tasks.
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CHARACTER: Accepts constructive criticism without unfavourable responses.
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RESPONSIVENESS: Handles stressful situations tactfully and professionally.
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PERSONALITY: Demonstrates a pleasant, calm personality when dealing with visitors, other contractors and fellow employees.
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PERSONALITY: In the absence of the Director (Flavell Logging Ltd) on site, professionally liaises with the Forest/Land Owner and carry out operational responsibilities.
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APPEARANCE: Correct work attire including PPE, clean and tidy
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WORK HABITS: Works according to company policy and procedures, applicable industry ACOP, Best Practice Guidelines and all applicable legislation.
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WORK HABITS: Ensure all crew members complete their daily/weekly paperwork.
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WORK HABITS: Ensures all plant and equipment is adequately maintained.
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VEHICLES: (if applicable) Ensures vehicle is clean, tidy, and maintained adequately.
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Are there any concerns or recommendations you have related to this employee and their job performance?
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List your concern(s)
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List your recommendation(s)
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Overall Summary
Sign Off
Sign Off: to be signed by the Principal/Director and the employee being Reviewed.
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Prior to final sign off there should be consideration of whether any 'Key Performance Indicators (KPI)' should be put in place as a follow up for the next Review.
KPI's are discussed and developed by both the Principal/Director and the employee under review. These should be realistic to achieve, relevant to the job tasks & responsibilities, and have set timeframes for completion over the next 12 months. This could be in the form of training (either undergoing the self OR taking the training), working on people skills, better time management, conducting toolboxes better, etc)
Key Performance Indicator
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What is the KPI to be achieved? - limit to one sentence for one task.
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Are there any resources required for the KPI to be able to be achieved? - (e.g. Training by external party, stationery or equipment, etc)
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What date should this be achieved by?
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Date review completed
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Now the Appraisal has been completed and you have reviewed the information; do you wish to continue in the role as Foreman/Team Leader?
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Employee Name and signature
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Principal/Director Name and signature
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FLL Foreman/Team Leader Performance Review
Uncontrolled when printed.
Doc No: L1-HR-FO-003 / Revision Date: 29.07.2016 / V2
