Use this step by step explanation to craft a good employee performance feedback review for an operations supervisor. Find the right words with quality phrases.
An Operations Supervisor is liable for supervising the daily activities of an operations unit in any organization to ensure they run smoothly as per the requirements. This position is the backbone of any organization that a company can't do without.
The responsibilities of this post includes determining the workflow and scheduling it, implementing operational policies and procedures, executing and planning the budget for the organization, overseeing the inventory and revamping the department to upgrade its contribution to the welfare of the team, formulate effective strategies that enhances the financial health of the organization, developing measures to motivate employees and undertake office management.
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 |
|---|---|---|
| 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. | Ensures that all the required items to conduct a particular task are available at the desk Identifies and maintains a defined location for keeping necessary items. | 3 |
| URGENCY: Urgency is the speed that drives businesses fast in order to keep them from disconnecting from what they are aiming to achieve but pursue it with a sense of urgency. | Responds to issues in a very swift manner and ensures that tasks are handled to completion. Makes smart decisions with a lot of confidence and assertiveness. | 3 |
| KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity. | Looks for new ways and ideas to improve a task one has been assigned, or a project one is working on Regularly asks for feedback in order to know what others expect, any weak areas and what one needs to work on first | 3 |
| SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life. | Develops an environment of providing motivation and encouragement to all employees equally Always readily accessible to subordinates developing a spirit of teamwork | 2 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Does not pause to be told what to do, always seeks new tasks to work on Has a high sense of responsibility always completing projects on time | 3 |
| 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. | Stops personal or group emotions from clouding or taking over business judgment Carries a great ability to outline the pros and cons of each course of action | 2 |
| PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others. | Exceeds one's commitment to others by frequently setting realistic team goals and projects before deadline Gets to work on time every day and completes all the assigned tasks on time with minimal supervision | 2 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Effectively encourages team members' participation in attaining goals by identifying strengths of each member and assigning tasks based on those strengths Brainstorms different solutions to a problem and stays focused until a viable solution is found and implemented | 3 |
| 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. | Compares a project to others that one has done in the past in order to see it is possible to finish on time Lets the person who assigned the deadline to know in good time when one is not able to meet a deadline due to unavoidable circumstances | 3 |
| QUALITY MANAGEMENT: Quality Management is the management approach to the long-term success through customer satisfaction that directly involves the employees in the continual improvement of the daily tasks. | Ensures the quality of work; notices mistakes in own and others' work, reviews reports, and monitors complaints from customers Presents information neatly and clearly, following relevant procedures and paying attention to detail | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| ORGANIZED WORKPLACE: Are the channels for solving issues clear to you? If yes, explain why? Is there teamwork in the organization? How do teams perform when assigned tasks and projects to handle? | [employee comments] |
| URGENCY: Is there a time you had been called to help in other urgent tasks? Have you worked overtime in a bid to finish any urgent matter? If yes, how was the feeling? | [employee comments] |
| KNOWLEDGE OF JOB: Can you describe two instances when you have demonstrated knowledge of job at work? What is the most difficult and challenging thing about your job? How do you handle it? | [employee comments] |
| SUPERVISORY SKILLS: Do you develop an action-oriented plan to improve competence and impact in the workplace? Do you favor some of the workers in your supervisory duties? | [employee comments] |
| INITIATIVE: Are you prepared to learn new skills and incorporate them into your work? How well do you handle work pressure, deadlines, and coworkers? | [employee comments] |
| ORIENTATION TO WORK: Do you follow the company's policies in executing the tasks given? Are you too hard on yourself when you make mistakes? | [employee comments] |
| PERSONAL ACCOUNTABILITY: Can you describe a day when your supervisor was absent, and you had to make tough decisions? What are some of the decisions you made? Describe a time you reacted to pressure situations or short deadlines. How did you do it? | [employee comments] |
| RESULTS ORIENTATION: Is there a time when you were not satisfied with the results you achieved for your goals? What was the problem? How do you motivate your team members to stay focused on achieving results? | [employee comments] |
| DEADLINES - ON TIME: Is there a time when you have failed to meet an important deadline? What was the problem and how did you go about it? Is there a time when you faced a problem when handling a task? How did this affect your mini-deadlines and the actual deadline? | [employee comments] |
| QUALITY MANAGEMENT: Describe a specific time when you have had to deal with a team member who constantly produced substandard work. How did you go about it? How do you keep track of your projects to ensure that each milestone meets the agreed quality standards? | [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: |