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

A Broadcast Operations Engineer is liable for working with both the hardware and broadcast systems that are used across the television, radio and new media.

The principal duties of this post include ensuring programs are broadcast on time and to the highest level of quality, operating and maintaining the systems, carrying out updates and repairs, carrying out studio, set-work and post-production operations, maintaining specialist equipment for video production, broadcast and satellite transmission and interactive media, installing and testing new facilities, designing and installing customer audiovisual circuits, analyzing and repairing technical faults on equipment and systems, communicating effectively with the members of the team and other colleagues, developing and manufacturing hardware and systems.

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

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Asks one's supervisor what the expectations of a certain project are and works towards meeting those expectations

Remains positive even when something does not turn out as expected and keeps trying until one gets it right

2

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Finds a replacement for a group member who deliberately refuses to participate or does not have the necessary requirements

Makes sure own goals determine the activities one chooses; avoids wasting time with activities just because they are fun

2

MANAGING REMOTE TEAMS: Managing Remote Teams is working under no physical supervision from your manager or supervisor while staying on task and communication to report on the daily progress.

Recruits people that one can trust to complete their tasks on time and stay productive even under pressure

Schedules a daily "huddle" where team members share what they did on the previous day, what they are currently working on, and some of the challenges they are facing

2

APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them.

Gives beneficial feedback that allows employees to improve in areas that need

Does not compromise on the quality of the company's policies when evaluating the performance of each individual

2

COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner.

Attends regular networking events in the community in order to develop real, authentic connections with other business professionals

Builds an "I can do better" mentality and always works hard to proof that fact

2

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Learns more about the company and makes an effort to understand the complete operation and production aspects in order to grow and develop as an employee

Volunteers for new projects and makes new goals which one is excited to tackle, rather than hiding under the desk

2

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Takes responsibility for seeing efforts through to making tough decisions or completing tasks and projects

Consistently delivers on commitments in good time and meets commitments to others

3

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.

Determines which requirements will be part of the goal achieving process and works hard to meet these requirements

Develops contingency plans for the obstacles that one has anticipated and how and when each plan should be implemented

2

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Refers to the elements of the long-term plan frequently or whenever necessary to provide guidance and to show others that one considers the plan important

Identifies strategies to improve customers' satisfaction and conducts surveys to find out if the strategies are working

2

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Takes part in changing practices and policies to enhance respectful engagement and inclusion of people with different cultural backgrounds

Shows willingness to participate in professional development courses and forums that enhance intercultural competency

2

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF JOB:

What steps have you taken in the past to adjust your style when it was not meeting a project's expectations?

How do you make sure you have all that is needed to perform a certain task or accomplish different goals?

[employee comments]
COLLABORATING WITH OTHERS:

Have you been rewarded in the past for successfully empowering a group of people in achieving a goal? If yes, what was the reward?

Is there a time when you have had to work with a team that did not get along? What did you do?

[employee comments]
MANAGING REMOTE TEAMS:

What systems or applications do you use to monitor your team's work and to enable effective communication between remote employees?

Is there a time when your system shut down such that you could not communicate with your remote workers? What did you do?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

Can you be relied upon to deliver accurate and timely data?

Do you give the employees a chance to explain their performance or is your word final?

[employee comments]
COMPETITIVENESS:

What are some of the projects, tasks or activities you took part in to improve your personal skills?

What have you done to increase your knowledge and understanding about competitiveness in the workplace?

[employee comments]
ENJOYMENT OF THE JOB:

Describe a time when you went beyond your employer's expectations in order to get the job done

Are there times when you have helped other employees love their jobs? How did you go about it?

[employee comments]
PERSONAL ACCOUNTABILITY:

What steps have you taken to improve your effectiveness in the company, workgroup and your career?

Can you think of a time when you have motivated yourself to finish unpleasant tasks? What steps did you take?

[employee comments]
REALISTIC GOAL SETTING:

How do you make sure that your own goals match the company goals?

How have you ensured that your goals are measurable, achievable, specific and timely?

[employee comments]
LONG RANGE PLANNING:

Describe the most recent long-range plan you have been involved in. What are some of the information you needed to start the process?

Describe the most successful long-term goal that you have accomplished. How did you go about making it a success?

[employee comments]
INTERCULTURAL COMPETENCE:

Are you actively involved in celebrations and events that feature people with different cultures?

Are you actively involved in professional development courses and forums that enhance intercultural competency?

[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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