K&D Landscaping — Manager Annual Review

Manager Annual Review

This form is completed by the reviewing manager to evaluate the employee listed below. Fill in all sections with specific, observable examples. This review reflects K&D's commitment to developing great people, building a world-class culture, and raising the standard of our industry.

Review Information

Fields marked * are required before the review can be saved as a PDF.

Employee Being Reviewed

Employee Name *

Title / Role *

Division *

Years at K&D *

Review Details

Review Date *

Reviewing Manager

Reviewer Name *

Reviewer Title *

K&D Core Values

K&D Way #1 Practice Safety First · #3 Be Positive · #9 Make It Happen · #10 Make Quality Personal · #15 Celebrate Success · #24 Lead by Example

Rate each value 1–5 and provide a specific, observable example.

"Recognizing people doing things right is more effective than pointing out when they do things wrong." — K&D Way #15: Celebrate Success

1. Professionalism *

Represents K&D with poise and integrity in every interaction — from truck appearance to client communication.

K&D Way #26 Take Pride in Appearance · #28 Create a Great Impression · #13 Speak Straight

Does Not MeetExceptional

Observable Example *

2. Teamwork *

Goes beyond working alongside others. Actively lifts the team, fills gaps, and builds culture.

K&D Way #29 Have Each Other's Backs · #11 Be Welcoming · #7 Contribute to the Community

Does Not MeetExceptional

Observable Example *

3. Humility *

Admits when wrong. Embraces feedback as a growth tool. Pursues continuous improvement without ego.

K&D Way #21 Blameless Problem-Solving · #23 Be Curious · #15 Celebrate Success

Does Not MeetExceptional

Observable Example *

4. Respect *

Gives respect before it is earned. Understands and anticipates the needs of teammates, clients, and community.

K&D Way #17 Walk in Our Customers' Shoes · #12 Listen Generously · #20 Honor Commitments

Does Not MeetExceptional

Observable Example *

5. Hunger *

Goes above and beyond. Brings energy and focus every day. Sets new standards and pulls the team forward.

K&D Way #9 Make It Happen · #4 Have a Growth Mindset · #10 Make Quality Personal

Does Not MeetExceptional

Observable Example *

6. Safety *

Thinks prevention first. Speaks up when something is unsafe. Protects teammates, clients, and community.

K&D Way #1 Practice Safety First · #2 Act with Integrity · #8 Act Like It's Yours

Does Not MeetExceptional

Observable Example *

✦ Strongest Alignment *

◇ Most Room to Grow *

K&D Way Leadership Standards

"Lead by example. Walk the talk."

Rate how consistently this manager demonstrates each leadership behavior. Provide an observable example for each.

1. Runs Effective 1:1s *

Holds regular 1:1s. Comes prepared. Creates space for real feedback and growth conversation.

K&D Way #12 Listen Generously · #22 Be Process Driven

Does Not MeetExceptional

Observable Example *

2. Communicates Decisions Clearly *

Team always knows the why behind decisions. No confusion, no guessing.

K&D Way #13 Speak Straight · #19 Be Fanatic About Response Time

Does Not MeetExceptional

Observable Example *

3. Holds Team Accountable *

Sets clear expectations. Follows through. Addresses performance with care and directness.

K&D Way #20 Honor Commitments · #25 Pay Attention to the Details

Does Not MeetExceptional

Observable Example *

4. Develops People Intentionally *

Actively identifies strengths and gaps. Invests in developing the next generation of K&D leaders.

K&D Way #24 Lead by Example · #4 Have a Growth Mindset

Does Not MeetExceptional

Observable Example *

5. Protects Culture *

Does not tolerate behavior that contradicts K&D values. Models the culture when no one is watching.

K&D Way #2 Act with Integrity · #3 Be Positive · #30 Keep Things Fun

Does Not MeetExceptional

Observable Example *

6. Manages Up Effectively *

Surfaces issues early. Brings solutions. Communicates openly with leadership and peers.

K&D Way #13 Speak Straight · #6 Have a "Can Do" Attitude

Does Not MeetExceptional

Observable Example *

Goal Review & Setting

"What you commit to, you honor." — K&D Way #4 Have a Growth Mindset · #9 Make It Happen · #20 Honor Commitments · #22 Be Process Driven

3A · Prior Year Goals *

Goal Description	Owner	Target	Result / Status	Met?

Root Cause for Missed Goals *

What did we learn? (K&D Way #21: Practice Blameless Problem-Solving)

3B · New Goals — Next 12 Months *

Goal	Owner	Success Definition	Target Date	Priority

Performance Narrative

"Results speak. So does how you get them." — K&D Way #10 Make Quality Personal · #14 Deliver Legendary Service · #15 Celebrate Success · #13 Speak Straight

Key Wins This Year *

What are the standout results, projects, or moments? Be specific. Call out the win. (K&D Way #15: Celebrate Success)

Strengths to Build On *

What does this person do exceptionally well? What should they double down on? How do we leverage it?

Areas for Growth *

Where does this person have clear opportunity to develop? What specific behavior change would move the needle?

Behaviors That Create Friction *

Are there patterns that slow the team, contradict K&D values, or create problems? Name them clearly. (K&D Way #13: Speak Straight)

PI Behavioral Alignment

"Know who you're leading. Lead them well."

Connect PI insights to real coaching conversations using the discussion questions below.

PI Reference Profile *

Discussion Question 1 *

How is this person's behavioral profile showing up as a strength in their current role?

Discussion Question 2 *

Are any PI caution areas actively creating issues? What's one specific example?

Discussion Question 3 *

What did their self-coaching tips say that resonated? Did it come up in your conversation?

Discussion Question 4 *

Is there a role-fit concern worth naming honestly right now?

Forward-Looking Development Plan

"We invest in people who invest in themselves." — K&D Way #4 Have a Growth Mindset · #23 Be Curious · #24 Lead by Example

Focus Area *	Action / Resource	Timeline	Owner	Status

Recommended Resources *

Reading, training, mentorship, or experience recommended for this review period.

Career Trajectory Discussion *

Where do they want to go in 1–3 years? Viable K&D path? Next development milestone.

Compensation Review

"Honor commitments. Recognize performance." — K&D Way #20 Honor Commitments · #15 Celebrate Success · #10 Make Quality Personal

Component	Current *	Proposed *	Change ($)	Change (%)
Base Salary
Bonus Target
401(k) Match
Medical Match
Vacation Accrual
TOTAL COMPENSATION

Compensation Notes *

Raise Request

Requested By

Amount / %

Last Raise Date *

Last Raise Amount *

Justification *

Open Disciplinary Actions? (if checked, document separately)

Review Summary & Signatures

"Speak straight. Own it together." — K&D Way #13 Speak Straight · #12 Listen Generously · #15 Celebrate Success · #20 Honor Commitments

Overall Performance Narrative *

What is the one thing you want this person to carry forward? What do you most want them to know about how they show up for K&D?

Overall Rating *

⚡ Auto-calculated from Core Values & Leadership ratings (average of all 12 scores, rounded to nearest whole number). Complete all ratings above to populate.

— Complete all 12 ratings to see your auto-calculated overall score

Signatures

Reviewing Manager

—

Signature & Date

Employee

—

Signature & Date

Executive Approval

Print Name

Signature & Date

This review is a reflection of who we are at K&D — a team that shows up, speaks straight, and raises the bar together. Every honest conversation is an investment in our people and our mission.