Use this step by step explanation to craft a good employee performance feedback review for a control room operator. Find the right words with quality phrases.

A Control Room Operator is liable for performing duties associated with control room maintenance as well as the requirements that are unique to the company for which they work in ensuring everything is under check and working as it should.

The essential functions of this position are adhering to plant operational procedures for production goal achievement and handle work safely, Inputting functional system status with applicable journals and control system tools, functioning as station orientation to calibrate and troubleshoot automation, power and building interface systems, gaining awareness of system operating requirements and trends and suggesting operating adjustment suggestions, conducting emergency operations for electric service and protecting station equipment, carry out emergency operations for electric service and protecting terminal equipment.

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

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

CUSTOMER ORIENTED: Customer Oriented is a skill that focuses primarily on the client as the King offering quality services that meet the customer's expectations with an aim to inspire people rather than just try to sell their product.

Scores high marks at all times at customer satisfaction surveys.

Knows how to listen to customers attentively to extract the important details required to assist them effectively.

3

ORGANIZED WORKPLACE: Organized Workplace is a vital characteristic that helps the business to thrive for long term due to the sense of structure and order which efficiently promotes the team spirit.

Makes sure that the workplace area is always clean with no litter around.

Personal effects and belongings are usually well kept and maintained.

3

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Holds a solid reputation for being an equitable leader who treats everyone with respect

Widely respected for being accountable to the managers and coworkers

3

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Shows high energy in undertaking challenges related to the assigned tasks

Highly committed to maintaining punctuality that has contributed to a large extent to the overall success of the team

2

ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc.

Balances and satisfies the needs of all the relevant stakeholders

Always a result-driven individual who is focused on what builds the company

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

Shows a consistent record of attained personal goals that have led to a markedly improved performance

3

CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results.

Works to establish recurring and consistent meetings when an aspect or project requires attention

Checks one's work to make sure that all the essential details have been considered before handing in

2

DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period.

Determines the most critical tasks and completes them before moving forward to the less critical ones

Gets a complete clarification on the most important parts of the project before one agrees to a deadline

3

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Makes a list of short and long-term goals in order to stay focused and keep on top of the projects that one needs to complete

Sets realistic, attainable goals and regularly tracks their progress in order to know what level one is currently working at and what level one needs to be

3

PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level.

Excels at identifying points at which improvements can be made by simulating processes and observing the processes in action

Allocates resources with intelligence and efficiency to make processes work better and spend less on them

3

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Explain a situation where you went an extra mile to serve a customer. What did you do?

Which biggest challenge have you encountered in customer service and how did you deal with it?

[employee comments]
ORGANIZED WORKPLACE:

Has the company given you all the essential things you require to perform your duties/

Is there teamwork in the organization? How do teams perform when assigned tasks and projects to handle?

[employee comments]
ETHICAL BEHAVIOR:

Do you keep your word at all time or do you fail to be honest?

Have you fostered an atmosphere of fair treatment in the workplace?

[employee comments]
INITIATIVE:

Do you have to be told what to do or you take the lead?

Do you take positive criticism well or do you allow your feeling to lead you?

[employee comments]
ORIENTATION TO WORK:

Are you able to plan on each day's goals and meet targets set by the company?

Do you learn valuable lessons from your past mistakes and correct them?

[employee comments]
PERSONAL GROWTH:

Do you accept positive criticism and work on the areas that need change?

Would you like to see your career grow as the company does?

[employee comments]
CONSISTENCY AND RELIABILITY:

Is there a time that other employees' actions negatively impacted on a task for which you were responsible? What did you do?

Describe a time when you handled a situation in the wrong way. Did you admit your mistake?

[employee comments]
DEADLINES - ON TIME:

How have you kept yourself motivated to meet deadlines at work? How have you helped others on the same?

What are some of the things that you include in your to-do lists to make them effective? How has this helped you meet your deadlines?

[employee comments]
QUANTITY OF WORK:

What are some of the skills you have acquired to improve your productivity at work?

Describe a time when you had to focus all your attention and energy to get a project done. Did you meet the set productivity goals?

[employee comments]
PROCESS IMPROVEMENT:

What efforts are you making to learn more about new procedures?

How often do you use existing benchmarks to complete processes in accordance with the set standards?

[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:

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