Use this step by step explanation to craft a good employee performance feedback review for a copy center operator. Find the right words with quality phrases.
A Copy Center Operator is liable for operating high-speed business photocopiers, readers/scanners, addressing machines, stencil cutting machines, microfilm reader/printers, folding and inserting, bursting and binder machines.
The duties of this position include setting up quality control for work accuracy, delivering and offering a competitive salary, preparing projects for printing, document scanning and enhancement from start to delivery, downloading jobs from email or print queues, size, sort and finish, maintaining downtime logs, repairing and handling copier and printer meter charges, scheduling individual tasks and identifying equipment to be used in magnitude and complexity, troubleshoot jams and conducting standard key operator preventive machine maintenance, managing records and computer usage logs and suggesting technical direction.
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. | Encourages users of the systems to always perform backup operations from time to time. Tries to seek assistance on issues that are difficult to handle. | 2 |
| DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work. | Takes pride in demonstrating dedication to the company through hard work Never says ?I can't? when any project is released even the tough, challenging ones | 2 |
| 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. | Displays excellent management skills in how to manage time and resources Takes work very seriously and gives no excuse to be absent | 2 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Tracks one's stressors by keeping a journal to identify which situations create the most stress and how to respond to them Spends time with people who are supportive, relaxed, fun to be with and who improve one's level of satisfaction | 3 |
| SELF-DISCIPLINE AND SENSE OF DUTY: Self-Discipline and Sense of Duty is an active effort which helps in developing set ways for your thoughts, actions, and habits empowering your to stick to your decisions. | Recognizes the moments when one gets the urge to act impulsively in order to be more equipped to create a delay between the action and the urge Nourishes own mind, body, and soul in order to stay in a positive mood and get energy and motivation to accomplish tasks | 3 |
| QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with. | Creates a recognition program and hands out bonuses in order to show appreciation for employees' hard work and attention to quality standards Avoids micromanaging; gives employees time to think for themselves and brainstorm ideas in order to produce exceptional results | 2 |
| BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world. | Makes minimal side conversations in meetings and puts the phone away in most meetings Shows willingness to improve listening skills and to pay more attention to speakers | 2 |
| CUSTOMER SERVICE: Customer Service is the ability to cater for the needs of the client by providing excellent customer service without compromise. | Seeks assistance from colleagues when faced with a challenging question and avoids giving wrong answers Puts more effort in providing feedback on time after a customer makes an inquiry | 2 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Shows willingness to promote the implementation of new diversity initiatives Shows willingness to accept feedback, learn, and listen to concerns of others | 2 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Uses a routine to get repetitive tasks done with enhanced efficiency Spends half of the available time engaging in activities and thoughts that produce most of the results | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| TROUBLESHOOTING: How well do you consider the possible alternatives before solving a problem? Give an instance you handled a task with so much uneasiness and a restless mind and what was the outcome? | [employee comments] |
| DEDICATION TO WORK: Do you give all the tasks provided your utmost attention or do you overlook details? Do you seek new opportunities to make you grow or you are not open minded? | [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] |
| HANDLING STRESS: Can you give examples of some of the things you have done to prevent a situation from becoming too stressful for you to handle? What steps have you followed in the past to avoid distractions at work and remain positive-minded? | [employee comments] |
| SELF-DISCIPLINE AND SENSE OF DUTY: How do you know when your behavior is about to get out of track and how do you regulate it? Describe a time when this happened Describe one time when you have worked the hardest. What motivated you to work hard and what was the outcome? | [employee comments] |
| QUALITY OF WORK: What are some of the programs you have initiated, if any, to train new employees on the company values and standards? How have you made sure that your projects meet the agreed quality standards? What tools or methods have you used? | [employee comments] |
| BUSINESS ETIQUETTE: What efforts are you making to improve your dressing code? What efforts are you making to improve your listening skills? | [employee comments] |
| CUSTOMER SERVICE: Are there any instances where customers asked irrelevant questions? How did you handle such customers? What efforts are you making to redefine customer service processes to meet the ever-changing needs of customers? | [employee comments] |
| DIVERSITY AWARENESS: What are you doing to be seen as a person who can address diversity concerns of other people? What efforts are you making to welcome and consider the ideas and views of other people? | [employee comments] |
| SCHEDULING: What efforts are you making to update your list of activities and track project schedules? Can you think of a time you failed to schedule a task ahead of time? How did you correct the situation? | [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: |