Use this step by step explanation to craft a good employee performance feedback review for an office operations associate. Find the right words with quality phrases.

An Office Operations Associate is responsible for assisting the operations manager in completing clerical and administrative tasks related to the functionality of the organization.

Specific duties for this post include placing supply and inventory orders, ensuring all the orders are accurate ad precise, ensuring goods are delivered in perfect condition, sourcing and screening candidates for a new position, assisting in the new hire onboarding process in the company, answering any questions the new hire may have, assisting in creating employee schedules, helping the operations manager implement the business standards of procedure, ensuring compliance with the company's standards, policies, rules, and regulations.

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.

Talks with a friendly and pleasant voice with customers over the phone.

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

3

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Avoids using insulting or negative language when one is around people; uses constructive criticism instead of putting people down

Sets up meetings with coworkers who don't get along to work through their conflicts and prevent them from poisoning the positive environment one is trying to create

3

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Understands and appropriately applies procedures, principles, policies, requirements, and regulations related to specialized expertise

Determines objectives, delegates work, and sets priorities and holds self and others accountable for any mistakes made

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.

Prepares a well written out action plan on how to execute even the toughest goals

Can handle workplace stress and pressure with calm and sobriety

2

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

Is honest about one's personal goals and expectations and makes an effort to remain true to them

3

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Achieves accuracy and thoroughness when accomplishing a task and takes the time to understand all the areas involved

Follows up with other employees to make sure that commitments and agreements have been fulfilled

3

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

Streamlines own workload and focuses on one task at a time in order to increase own efficiency and the amount of work produced

Takes the time to learn and understand team members' strengths and weak points before delegating tasks in order to increase the team's productivity

3

RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly.

Uses project resource management tools to extract information and generate reports in order to save time and improve accuracy

Keeps team members and other employees happy and highly motivated in order to prevent high employee turnover

2

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Applies the best practices and standards when scheduling projects and other activities

Adds enough contingency time for any unexpected events when scheduling tasks

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.

Demonstrates outstanding abilities to collect accurate data before analyzing it

Possesses outstanding abilities to understand and analyze numerical data and to make the right conclusions

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?

What do you understand by excellent customer service? Explain a time when you offered it.

[employee comments]
INSPIRING OTHERS:

What are some of the books you have read, places you have been or things you have done that have inspired you the most?

Is there a time when you have had difficulties getting a colleague to accept your advice? What was your approach?

[employee comments]
MANAGING AT TEAM:

Would you rather that your reporting staff respected you or feared you? Why? How would you inspire both reactions from them?

Is there a time when you have been a mentor to another aspiring manager? How did you go about creating that relationship?

[employee comments]
PERSONAL GROWTH:

Are you fully committed to remaining an active part of the company?

Are you personally aware of areas you need to change?

[employee comments]
SELF CONFIDENCE:

When is the last time you asked for assistance on a certain project from a colleague? What was the project?

Have you had times when others questioned your ability to handle a certain task? How have you handled such situations?

[employee comments]
MANAGING DETAILS:

Describe a project that demanded accuracy from you. How did you go about it and what are some of the challenges you faced?

How do you organize your tasks to know which one comes first and what follows next? What tools, if any, have you used?

[employee comments]
QUANTITY OF WORK:

What are some of the factors you have considered when delegating tasks to your team members in order to increase their productivity?

What do you think can be done differently to improve the overall productivity of your company?

[employee comments]
RESOURCE USE:

Describe a time when your company has experienced the highest employee turnover. What was the problem? What are some of the things that you have done to prevent high employee turnover?

What are some of the project management tools that you have used to keep track of your projects or automate important aspects of a project?

[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:

Can you think of a small problem you ever identified and solved before it could turn into a big problem?

How often do you encourage others to think outside the box when trying to solve a problem?

[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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