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

A Control Room Operator is liable for performing duties associated with control room maintenance as well as the requirements that are unique to the company for which they work in ensuring everything is under check and working as it should.

The essential functions of this position are adhering to plant operational procedures for production goal achievement and handle work safely, Inputting functional system status with applicable journals and control system tools, functioning as station orientation to calibrate and troubleshoot automation, power and building interface systems, gaining awareness of system operating requirements and trends and suggesting operating adjustment suggestions, conducting emergency operations for electric service and protecting station equipment, carry out emergency operations for electric service and protecting terminal equipment.

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.

Focuses on the needs of customers, which makes it easy to meet their needs effectively.

Have strong listening skills that help in understanding the needs of customers.

2

ORGANIZED WORKPLACE: Organized Workplace is a vital characteristic that helps the business to thrive for long term due to the sense of structure and order which efficiently promotes the team spirit.

Does the work assigned in the required manner and meets deadlines.

Good knowledge of all work related items and can access them when need be.

2

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Carries a large amount of expertise on legal guidelines regarding equitable treatment of employees

Takes quick action to advise employees who engage in unfair treatment

2

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Highly flexible with the ability to adjust to the ever-changing needs of the company.

Never feels satisfied with the performance, always seeking new ways to improve

3

ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc.

Stand up tall with confidence when making decisions that require much thought

With tight deadlines and budget constraints, remains highly decisive on the measures to take

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.

Ability to meet the strictest deadlines without giving any excuses

Welcomes coaching and training that brings out more hidden ability

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.

Always keeps his commitments and works with other employees in order to help them keep theirs

Recognizes the relative importance of certain responsibilities, tasks, and projects, and has the ability to prioritize in order to meet the deadlines

3

DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period.

Takes responsibility for own mistakes; looks at the situation in a positive way and shows the willingness to improve

Looks for people who have completed similar tasks in order to find out how long it would take to do the tasks

2

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

Sets new standards for productivity and inspires other employees or team members with own output

Is excellent at estimating the amount of time needed for a project and developing an appropriate plan to accomplish it

2

PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level.

Attends think tank and ideation sessions to learn more ideas on improving processes

Encourages parallel processing of related processes to improve process efficiency

2

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?

Can you describe an instance where you served an irate customer? What did you do?

[employee comments]
ORGANIZED WORKPLACE:

Do you feel you value your job? Explain your answer.

Is there teamwork in the organization? How do teams perform when assigned tasks and projects to handle?

[employee comments]
ETHICAL BEHAVIOR:

Can you be trusted in all you do and say to be honest?

Have you fostered an atmosphere of fair treatment in the workplace?

[employee comments]
INITIATIVE:

Are you pushed to think creatively and explore new opportunities?

Do you have the ability to plan your personal goals and accomplish them?

[employee comments]
ORIENTATION TO WORK:

How well do you manage your time assigned for the tasks?

Do you learn valuable lessons from your past mistakes and correct them?

[employee comments]
PERSONAL GROWTH:

Do you accept positive criticism and work on the areas that need change?

Are you personally aware of areas you need to change?

[employee comments]
CONSISTENCY AND RELIABILITY:

Is there a time that other employees' actions negatively impacted on a task for which you were responsible? What did you do?

Describe a time your workday ended before completing a task. Did you end up finishing the task? How did you do it?

[employee comments]
DEADLINES - ON TIME:

Is there a time when you have failed to meet an important deadline? What was the problem and how did you go about it?

Is there a time when you faced a problem when handling a task? How did this affect your mini-deadlines and the actual deadline?

[employee comments]
QUANTITY OF WORK:

Describe a big change that occurred in a project you were working on. How did you take advantage of this change to improve your productivity?

Describe a time when you had to focus all your attention and energy to get a project done. Did you meet the set productivity goals?

[employee comments]
PROCESS IMPROVEMENT:

What efforts are you making to implement parallel processing of related processes?

How often do you eliminate steps that are of no value in a process?

[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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