Use this step by step explanation to craft a good employee performance feedback review for a posting machine operator. Find the right words with quality phrases.
A Posting Machine Operator is responsible for maintaining, controlling and operating machines and equipment that is used in the post office departments.
The essential functions of this position include running the machines by managing settings and conducting tests to ensure a successful daily operation, providing an excellent combination of the materials used so they complement each other for a smooth processing, inspect equipment in use , checking for any problems and fixing them immediately if any to prevent breakdown, loading the machine with the right materials for particular task, monitoring all activities going on at the work site, recording accuracy, clarification and verification and reporting to the supervisor, ensuring all the processing material is never in shortage, place orders for more supplies even while little is remaining.
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 |
|---|---|---|
| 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. | Exhibits good knowledge of the equipment interface and uses it well in troubleshooting. Ensures that all the client problems are sorted and that the client is satisfied at the end of it all. | 2 |
| ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws. | Tries not to overwork to minimize chances of making errors. Tries to emphasize accuracy to those he or she works with and sets a goal standard for accuracy levels. | 2 |
| 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 Pays attention to the little details in order to catch mistakes that might cause the company to lose its credibility | 2 |
| REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live. | Breaks a goal down into milestones in order to help make a plan for achieving it later on Ranks goals in order of their importance and urgency when one has multiple goals on the list | 3 |
| TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time. | Uses technical tools that assist in delivering work more quickly Makes commitments to estimate the time required to complete a project | 2 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Focuses on identifying more important tasks first and balances both quality and quantity Shows willingness to learn how to have a work-life balance and create more time for both work and family | 2 |
| TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually. | Excels at integrating software and modern computing power when applying analytics to make strategic decisions Embraces the power of computers to process tasks efficiently and accurately | 3 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Makes attempts to apply skills learned in training session to advance skill set and career Encourages team members to share concepts learned in training sessions | 2 |
| WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company. | Employs proofreading and editing techniques to improve accuracy when writing reports and proposals Encourages others to develop paragraphs that introduce, develop, connect, and conclude ideas | 2 |
| MECHANICAL SKILLS: Mechanical Skills are the abilities to solve problems that arise in the workplace, although it may vary from one company to another. | Identifies weaknesses and potential design improvements in mechanical tools and equipment Understands how to assemble some machine parts and seeks for assistance when faced with challenges | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| TROUBLESHOOTING: How do you manage your clients and communicate to them the progress of their work? Have you ever been given feedback and you implemented it? How was the result? | [employee comments] |
| ACCURACY: How well do you take in instructions and follow them to the letter? Are you someone who needs constant monitoring or supervision to deliver reliable work? | [employee comments] |
| CONSISTENCY AND RELIABILITY: Have you ever been regularly late at work? What was the reaction to this behavior in your team? Describe a time your workday ended before completing a task. Did you end up finishing the task? How did you do it? | [employee comments] |
| REALISTIC GOAL SETTING: How do you make sure that your own goals match the company goals? What have you done to help other people to set realistic goals? Give the last time you did this | [employee comments] |
| TIME MANAGEMENT: Are you able to distinguish between unimportant and important tasks when working on a project? What attempts are you making to speed up your productivity without compromising on the quality of work? | [employee comments] |
| SCHEDULING: Have you ever failed to add contingency time when scheduling and how did you correct the mistake? Can you think of a time you failed to schedule a task ahead of time? How did you correct the situation? | [employee comments] |
| TECHNOLOGY SAVVY: What efforts are you making to improve your capacity to work anytime from anywhere and on any device? What efforts are you making to learn how to troubleshoot modern electronic devices? | [employee comments] |
| TRAINING OTHERS: How often do you encourage team members to take part in training sessions? Do you seek for extra assistance from colleagues on complex concepts learned in training sessions? | [employee comments] |
| WRITING REPORTS AND PROPOSALS: How often do you encourage others to acknowledge cited works? How often do you encourage others to employ writing styles that are reader-friendly? | [employee comments] |
| MECHANICAL SKILLS: What efforts are you making to improve your ability to identify a wide range of symbols on drawings and blueprints? What efforts are you making to improve your ability to use a wide range of hand tools properly? | [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: |