Parts and Service Technician Evaluation Form / Road Map
Criteria developed by CKE in these forms may be used as a starting point to develop specific criteria that meets the needs of your organization. The primary purpose of this tool is to establish evaluation criteria that is consistent across employees and a means of communicating expectations providing employees an opportunity to grow. Once developed, CKE recommends providing employees with copies or post in a common area/break room so criteria can be referenced between evaluation periods.
Instructions:
(Criteria is structured in 5 groupings: Far Exceeds Expectations, Exceeds Expectations, Meets Expectations, Performance Needs Improvement, Unacceptable Performance)
- Read criteria description labeled “A” in the “Meets Expectations” grouping
- Read all the criteria descriptions labeled “A” in the groupings above and below “Meets Expectations”
- Select the one label “A” description (ONLY one) that best describes the person being evaluated. The grouping label determines performance level of person being evaluated.
- Repeat for descriptions “B” through “E”
Established Service Department vs Start-Up Service Department
The attached graphics provide a visual representation of sample financials for both an established and start-up service department. Common strategy for start-up service department is to set the labor rate lower than an established service department. These graphics may be used as a tool for individuals thinking about starting a service business.
Labor Performance
Established service departments typically track labor performance that may be used when evaluating service technician performance. The attached chart shows the relationship between labor performance percentage to the amount of time technicians are being paid without generating revenue.