Use this step by step explanation to craft a good employee performance feedback review for a board operator. Find the right words with quality phrases.
A Board Operator is responsible for operating sound boards and transmitting equipment. Most board operators work for the radio or film industry primarily using a mixing board device that accepts the audio inputs allowing the operator to adjust volume levels and add effects on the fly as well as outputting the results as high-quality audio suitable for radio broadcast.
The duties of this position vary depending on the size of the radio station. The primary ones include setting up and troubleshooting mixing boards, microphones, electronics and mechanical components used, creating computer software used for editing and broadcasting audio, equalizing the volume of the microphone channels to provide a level of consistent audio broadcast, adding effects to the sound like reverb making the voice sound bigger and airier.
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 |
|---|---|---|
| SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds. | Creates a company's handbook with a list of rules and steps that must take place in order to ensure safety in the workplace Always has the right tools in place to make sure that the employees do not have to improvise | 3 |
| PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions. | Cooperates with different team members to establish a development path Gives consistent recognition to employees who do their best in meeting their goals | 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 extra hours to finish work without being asked to do so Highly certain of the ability to get any job done and done well | 3 |
| PHYSICAL ABILITIES: Physical Abilities is the ability of one's strengths and limitations that are also known as the individual resources to perform well at the tasks given. | Excellent ability in learning and understanding key tricks on the new technology Consistently watching for new measures to help the team overcome the challenges | 2 |
| EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling. | Leverages diversity; creates opportunities through different kinds of people and relates well to everyone, regardless of their background Always flexible and is prepared to change direction as the other person's feelings and thoughts also change | 3 |
| CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues. | Applies existing concepts to identify similarities, gaps, differences, and trends while analyzing new situations Goes beyond past experiences and finds new ways of looking at issues to draw out new insight from complex and diverse information | 3 |
| PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face. | Makes a clear statement of how one feels, without becoming angry, irritated or defensive, no matter the number of times one has to repeat oneself Upholds discipline and good habits in order to stay in the course even when faced with difficult situations | 2 |
| 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. | Sets up a new employee's initiation program in order to train new workers on quality standards as soon as they start performing their roles Makes use of the available quality management systems and tools to ensure high work standards | 3 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Values the differences that exist between individuals and groups and is fully aware of interaction between cultures Demonstrates exceptional and genuine respect to people from diverse cultural groups | 3 |
| PRODUCT KNOWLEDGE: Product Knowledge is an essential sales skill to understand the features of your product allowing you to present the benefits compellingly and accurately to the customer. | Leads in understanding industry trends, terminologies, and concepts surrounding a product Demonstrates exceptional knowledge about elements that allow customers to extend or customize products | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| SAFETY AT WORK: Describe a time when an accident happened at work. What caused the accident? What did you do to help those who were involved? Is there a time when you have had to deal with an employee who repeatedly ignored the company's safety instructions? What did you do? | [employee comments] |
| PARTICIPATIVE MANAGEMENT: Do you make decisions with the employees in mind or do you just consider your own needs? Have you recognized your strengths and weaknesses in dealing with the different employees? | [employee comments] |
| DEDICATION TO WORK: Do you feel unable to accomplish a task even before beginning it? Are you accountable to your leaders delivering milestones as required? | [employee comments] |
| PHYSICAL ABILITIES: Do you help others to come up with workable goals for complicated tasks? Do you communicate effectively to ensure adequate use of equipment or machines? | [employee comments] |
| EMPATHY: What is one or two things you have learned from caring for or helping others at work? Why is it important for employees to show empathy towards each other as well as towards their customers? | [employee comments] |
| CONCEPTUAL THINKING: Describe a problem you were solving where you had to work with a concept that was abstract rather that tangible and concrete. What was the outcome? Describe a time when you needed to develop and use a complex procedure in order to complete a task. What obstacles did you encounter when handling the task? | [employee comments] |
| PERSISTENCE: How do you motivate your team members to remain persistent? Can you give an example of a time when this was practical? What has been your greatest failure? What would you do differently next time to ensure success? | [employee comments] |
| QUALITY OF WORK: How often have you produced low-quality work? What has prevented you from producing high-quality work? 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] |
| INTERCULTURAL COMPETENCE: What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs? How often do you encourage others to show respect to people with diverse cultural backgrounds? | [employee comments] |
| PRODUCT KNOWLEDGE: What efforts are you making to understand how a product compares to rival products? How often do you adhere to procedures and policies that guide products and services? | [employee comments] |
Summary |
|---|
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: |