Use this step by step explanation to craft a good employee performance feedback review for a business operations support specialist. Find the right words with quality phrases.
A Business Operations Support Specialist is responsible for using different skills to help the company like accounting, scheduling, bookkeeping, etc.
The primary duties of this position include resolving operational problems within the defined schedules and service legal agreements, monitoring the system operations and troubleshoot problems, assisting in budget preparation and resource allocation for support services, installing, supporting and maintaining a network and system tools, developing preventive measures and documenting issue resolution procedures, handling escalated issues and following up outstanding issues promptly, addressing customer issues quickly and accurately, developing support plan to prioritize and resolve multiple issues, contributing to business meetings and reporting on issue status, managing job schedule tool and monitoring repair activities.
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 |
|---|---|---|
| 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. | Understands the importance of customer satisfaction and does more than required to ensure customer retention. Excellently handles clients and does not get any complaints against him/her. | 3 |
| 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. | Uses deductive reasoning well to identify which components need testing or no testing. Shows great awareness when it comes to the basic concepts of the problem. | 3 |
| COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others. | Lets everyone find their strength and work to contribute to the common goal, rather than trying to do everything Uses email discussions, document sharing services, and online wikis to communicate and keep group members up to date | 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. | Coordinates others in finding workable solutions to devices that won't perform Great experience at solving complications that occur during work sessions | 3 |
| SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc. | Lets go of the need to be perfect and frees oneself to take risks and new responsibilities Listens more and speaks less in order to learn and grow | 3 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Takes note of a person's reaction the moment they are given a piece of news in order to understand their true thoughts and feelings Frequently checks in on employees in their own offices or departments at an unscheduled time | 2 |
| GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time. | Shares high-level objectives with team members in order to ensure that each individual is in alignment with the company's vision and mission Sets realistic goals, believes that one can achieve them, and eliminates negative thoughts that can bring one down | 2 |
| BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times. | Pays attention to rules and regulations and does not require constant supervision Frequently uses honest data, figures, and facts to support conclusions | 2 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Maintains an updated list of activities and tracks all project schedules Sets enough time for all the essential tasks and gives top priority to essential tasks when scheduling | 3 |
| ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business. | Excels at employing critical thinking skills when evaluating information to make decisions Demonstrates excellent oral and written communication skills when sharing an analysis with others | 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? How would you describe your relationship with clients? What impact has it had on your performance? | [employee comments] |
| TROUBLESHOOTING: Give an instance you tried to troubleshoot, and you were not successful. What do you consider as your best and worst experience when it comes to troubleshooting? | [employee comments] |
| COLLABORATING WITH OTHERS: Can you give the best example of a time when you worked cooperatively as a team member to complete an important task? Is there a time when you have had to work with a team that did not get along? What did you do? | [employee comments] |
| PHYSICAL ABILITIES: Has the company provided all the protective gear required to handle such tasks? What areas do you think you need to improve on? | [employee comments] |
| SELF CONFIDENCE: When is the last time you asked for assistance on a certain project from a colleague? What was the project? Is there a time you had to lead other employees in a certain direction, but you had some doubts? What did you do? | [employee comments] |
| MONITORING OTHERS: How do you make sure the other person doesn't know you are observing them? Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: Describe a time when your team failed to meet its goals due to an underperforming employee. How did you deal with the situation? What do you look for in team members when setting goals for the team? How do you keep track of your team goals? | [employee comments] |
| BUSINESS ETHICS: How do you avoid temptations to use dishonest data, figures, and facts to support conclusions? Have you ever participated in forums that discuss the role and importance of integrity and honesty? | [employee comments] |
| SCHEDULING: What efforts are you making to update your list of activities and track project schedules? Is there a time you failed to use standard scheduling terminologies? What did you do to correct the situation? | [employee comments] |
| ANALYTICAL SKILLS: What steps do you follow when studying a problem before making a final conclusion What efforts are you making to improve your knowledge to work with numbers and figures? | [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: |