Use this step by step explanation to craft a good employee performance feedback review for a copy center operator. Find the right words with quality phrases.
A Copy Center Operator is liable for operating high-speed business photocopiers, readers/scanners, addressing machines, stencil cutting machines, microfilm reader/printers, folding and inserting, bursting and binder machines.
The duties of this position include setting up quality control for work accuracy, delivering and offering a competitive salary, preparing projects for printing, document scanning and enhancement from start to delivery, downloading jobs from email or print queues, size, sort and finish, maintaining downtime logs, repairing and handling copier and printer meter charges, scheduling individual tasks and identifying equipment to be used in magnitude and complexity, troubleshoot jams and conducting standard key operator preventive machine maintenance, managing records and computer usage logs and suggesting technical direction.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
Rating Meaning | |
| The employee fails to perform the most important aspects of the job satisfactorily. Requires close guidance to carry out routine jobs. He/she needs significant improvement in all areas. Meetings should be held between the employee and the supervisor to discuss performance deficiencies. | 1 |
| Employee routinely meets and exceeds expectations in all areas of responsibility. Produces high-quality work that at times exceeds expectations. Consistently meets the most critical annual goals. Occasionally produces timely and accurate results. | 2 |
| The employee consistently and significantly exceeds the communicated expectations by producing exceptionally high-quality work. He/she demonstrates exceptional knowledge of his/her duties and is highly recognized by others as an authority in his/her area of work. | 3 |
Supervisor's Feedback | ||
Skill | Comments | Rating |
|---|---|---|
| TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system. | Knows computer components well enough to know when they are functioning or not. Knows how well to communicate with the client in an unambiguous and understandable manner. | 3 |
| DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work. | Puts in astounding amount of time in projects to make them a success Has a high positive impact on the attitudes and performance of the coworkers | 3 |
| PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace. | Carries a clear vision of what future to build and works diligently to make it a reality Demonstrates high initiative and energy in pursuing the set goals | 3 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Takes one's annual leave each year and makes sure that one has a proper break from work Makes sure to have one or two colleagues who are willing to assist in the time of stress in order to reduce one's stress level | 2 |
| SELF-DISCIPLINE AND SENSE OF DUTY: Self-Discipline and Sense of Duty is an active effort which helps in developing set ways for your thoughts, actions, and habits empowering your to stick to your decisions. | Sets realistic goals and develops strategies to achieve them on time and in the right way Nourishes own mind, body, and soul in order to stay in a positive mood and get energy and motivation to accomplish tasks | 3 |
| QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with. | Communicates projects' instructions effectively and asks team members to paraphrase what one has said to make sure that they have understood the concept Sends out surveys and asks clients for feedback in order to identify the clients' needs and work towards providing these needs | 2 |
| BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world. | Responds to most messages and makes efforts to call back promptly Shows respect, politeness, and confidence when interacting with others and avoids gossiping | 2 |
| CUSTOMER SERVICE: Customer Service is the ability to cater for the needs of the client by providing excellent customer service without compromise. | Receives positive feedback consistently and has made gains in retaining customers Puts more effort in providing feedback on time after a customer makes an inquiry | 2 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Leads in promoting inclusion and diversity and is always results-oriented Implements exceptional strategies for attracting a fully diverse pool of applicants for vacant positions | 3 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Excels at assigning resources and identifying resource loading in an organized manner Understands what can be achieved realistically within the available time | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| TROUBLESHOOTING: How well do you consider the possible alternatives before solving a problem? What do you consider as your best and worst experience when it comes to troubleshooting? | [employee comments] |
| DEDICATION TO WORK: Do you criticize the company or work hard to give it your level best? Are you willing to change in areas that are not too impressive? | [employee comments] |
| PERSONAL GROWTH: Do you consider the requirements carefully before handling any task? Do you find it hard to work with the management in certain areas? | [employee comments] |
| HANDLING STRESS: How do you know a colleague is stressed up? What skills do you use to help colleagues manage stress? Which specific areas in your current department do you find to be the most stressful? | [employee comments] |
| SELF-DISCIPLINE AND SENSE OF DUTY: Is there a time when you were not pleased with the outcome of your goals? If yes, how did you go about it? How do you schedule your tasks and activities for the day in order to remain focused and motivated to accomplish them? | [employee comments] |
| QUALITY OF WORK: Describe the most challenging task you have handled. What made it challenging and what was the quality of work produced? What courses, if any, have you taken to improve the quality of service you give to your customers? How has this benefited your company? | [employee comments] |
| BUSINESS ETIQUETTE: Are you making any efforts to build and nurture relationships and do you create time to meet people? What would you like to improve about yourself in order to be more pleasant to work with? | [employee comments] |
| CUSTOMER SERVICE: How do you respond to customers who make unrealistic demands? What efforts are you making to gain more understanding about company products? | [employee comments] |
| DIVERSITY AWARENESS: Have you participated in events that are diversity-related and what efforts are you making to promote them? What are some of the things you are doing to discourage harassment and bullying of people with diverse views? | [employee comments] |
| SCHEDULING: What efforts are you making to update your list of activities and track project schedules? How often do you encourage others to work steadily towards both career and personal goals? | [employee comments] |
Summary |
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Sections 1-4: To be completed by the supervisor Section 5: To be completed by the employee |
1. Exceeds Job Related Expectations |
2. Areas to improve |
3. Goals completed since last performance feedback |
4. Goals for next period |
5. Employee comments |
Signatures | |
| I acknowledge that I discussed this performance feedback with my supervisor. My signature does not mean that I agree or disagree with this appraisal. | |
| Employee: | Date: |
| Supervisor: | Date: |
| Human Resources: | Date: |