how to evaluate a maintenanace employee on their job?

Question

job knowledge of employee
judgement to their job
efficiency of an employee

Answer 1

The form, I use has 5 colums, left to right.
1. performance is unsatisfactory.
2. Fails to meet company standards.
3. .Meets company stanards.
4. Exceed co standards.
5. outstanding.

Any 1's must be adressed immediately. Too many 1's, and the question arises, to we want to keep him.
2's aren't as urgent as 1's.You almost always give them a 2 in something, after all, everyboy is weak in something. If there's only 1, really, no big deal, but still something to work with.
3.'s -most will be in this area.
4. Always fine 2 or 3 areas in which a 4 would be appropriate, makes them feel good, an d, many people do deserve a couple 4.;s.
5. Maybe 1 or 2. Too many and the evaluation loses credibility.
Be objective.

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Beware, if a person has many 1's, why are you waiting until evaluation time to adress them.
And, a lot of 4;' s and 5;s, give this guy a raise before he finds a better paying job elsewhere.
Be as objective as you can, and don't be influenced by frienship or anything else. .
Let him see it an tell you if he agrees or not.

Sometimes you'd rather eat mud than do an evaluation, but it must be done periodically. Good luck and be fair.

Answer 2

He or she must respect the work that goes on in your business, enjoy the people he works for and around, goes beyond the basics of doing the job, and asks questions at appropriate moments.
As an employer, you have to be as good as you expect from your employees, if not, then they will not respect which will negatively influence their job performance.