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

A Security Command Center Operator is tasked with the primary role of responding and assisting security personnel in responding and reporting emergency and non-emergency occurrences to the security command center. He/she will also get to monitor multiple security systems to ensure the safety of persons and property at all times as well as detecting situations that are unfavorable and sending security personnel.

Besides that he/she will: provide continuous information updates when needed ensuring that all incidents are resolved to completion, ensure that all channels of communication are open, ensure that all incidents are handled professionally as well as monitoring security in the premises in areas such as the perimeter of the building, sensitive areas, exterior doors.

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

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Selects one's tasks, with a general sequence of events in mind, in order to complete them without needless repetition or redundancy

Sets a timer or makes a mental note to remind oneself to pay attention to a task when one gets distracted

3

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.

Writes a fire safety plan showing the escape routes and posts the plan for all employees to see

Always has the right tools in place to make sure that the employees do not have to improvise

3

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Designs a plan that clearly articulates goals, responsibilities, and specific deadlines and makes sure that everyone understands the plan and his/her individual role in it

Examines the factors outside the company that affects its performance before starting a strategic planning meeting in order to discuss assumptions about the future

3

PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done.

Consistently brings outstanding organization to chaotic departments and all the projects

Makes the real use of the technology to establish and communicate plans

3

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Keeps all commitments and works with coworkers to help them keep theirs

Has a track record of energy, drive and performance levels that are inconsistent and unpredictable

3

ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you.

Identifies something positive in the midst of negativity and changes perception about that situation

Does not listen to people who are full of non-constructive criticism and discouragement

3

PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish.

Is always looking for new ways to help the team members achieve their personal goals as well as the company goals

Is not afraid to take calculated risks or make periodic mistakes; learns from the mistakes and moves on

3

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Speaks in the affirmative in order to maintain directness and keep one's own intentions clear

Plans what one intends to say before one does so and then delivers it with conviction and confidence

2

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

Estimates how long it takes to perform a routine task and sets aside a specific amount of time for that task each day

3

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

Turns off social media notifications in order to eliminate or reduce distractions and improve own efficiency and productivity

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

Self Evaluation

Self Evaluation Question

Employee Comments

MULTI-TASKING:

Describe a time when you have had to perform multiple tasks at the same time. What are some of the challenges you faced?

What tips have you used to differentiate tasks that fit well in multi-tasking from those that require your undivided attention?

[employee comments]
SAFETY AT WORK:

How often do you organize safety training programs for your employees? How has this helped the employees and the company at large?

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]
STRATEGIC PLANNING:

If you were assigned a new project, what are the steps you would take to get the project moving and on track?

Describe a time when you have cooperated in the planning of a project. What was your role?

[employee comments]
PLANNING AND SCHEDULING:

Do you have all the tools to help you plan and schedule the company's affairs?

How have you been of help to others in accomplishing goals within the set time?

[employee comments]
DEPENDABILITY:

Are you available when you need to complete a task or handle a difficult customer?

Are you a loyal person that your coworkers and management can rely on?

[employee comments]
ENTHUSIASM:

Are there times you have not achieved something that you set out to do? How did you feel about that?

Is there a time when you did not think a situation could not get any worse and then it did?

[employee comments]
PERSONAL DRIVE:

Is there a time when you have received an award from the company? What was the award? Why did you receive the award?

If you were given a management role, how would you create a working environment that employees found motivating?

[employee comments]
PERSUADING OTHERS:

What are some of the things that you have done to improve your ability to persuade others?

In your opinion, which is the best time to persuade others? Explain your answer

[employee comments]
MANAGING DETAILS:

Is there a time when you have failed to deliver a project on time because you didn't have all the required information? What happened?

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:

Describe how you schedule tasks in a normal work day. What kind of tasks do you reserve for when you are most productive?

Describe a training program that you have enhanced or developed to improve the quantity of work produced by your team. How has this benefited the team?

[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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