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

A Business Operations Support Specialist is responsible for using different skills to help the company like accounting, scheduling, bookkeeping, etc.

The primary duties of this position include resolving operational problems within the defined schedules and service legal agreements, monitoring the system operations and troubleshoot problems, assisting in budget preparation and resource allocation for support services, installing, supporting and maintaining a network and system tools, developing preventive measures and documenting issue resolution procedures, handling escalated issues and following up outstanding issues promptly, addressing customer issues quickly and accurately, developing support plan to prioritize and resolve multiple issues, contributing to business meetings and reporting on issue status, managing job schedule tool and monitoring repair activities.

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.

Assists the customers to solve their problems and has become the go-to person.

Provides great service to customers and makes sure all their needs and requests are met.

2

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.

Does proper research to try to find out other new ways of troubleshooting.

Demonstrates good product and equipment knowledge and can advise clients accordingly.

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

PHYSICAL ABILITIES: Physical Abilities is the ability of one's strengths and limitations that are also known as the individual resources to perform well at the tasks given.

Successfully applies knowledge acquired in the daily tasks that are undertaken

Have physical abilities that favor the company in doing manual tasks

2

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Is not shy to ask questions when feeling uncertain or insecure and uses the information to perform tasks efficiently

Listens more and speaks less in order to learn and grow

3

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Figures out ways to know if one is right about a certain observation on a person's behavior in order to avoid drawing false conclusions

Frequently checks in on employees in their own offices or departments at an unscheduled time

2

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Sets goals that are hard but possible to accomplish in order to produce high levels of performance

Prioritizes goals according to what the company needs most considering the resources and time available and other unexpected changes in the company

3

BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times.

Coaches others on the role and importance of honesty, fairness, and integrity

Avoids straying from the truth and gives credit where due

2

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Makes effort to schedule tasks for the day ahead of time

Often adds some contingency time for unexpected events when scheduling tasks

2

ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business.

Encourages others to think out of the box when coming up with a solution to solve a problem

Seeks for assistance when analyzing complex and large volumes of data

2

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Do you put in an extra effort and time in emergencies to ensure the needs of customers are met?

How would you describe your relationship with clients? What impact has it had on your performance?

[employee comments]
TROUBLESHOOTING:

Give an instance that you used your past knowledge to solve a current problem?

Give an instance you failed to deliver a task you had been given by a client. How did you resolve it?

[employee comments]
COLLABORATING WITH OTHERS:

Can you give the best example of a time when you worked cooperatively as a team member to complete an important task?

Some people prefer working alone while other prefer working as a team. What do you prefer and why?

[employee comments]
PHYSICAL ABILITIES:

Has the company provided all the protective gear required to handle such tasks?

What areas do you think you need to improve on?

[employee comments]
SELF CONFIDENCE:

When is the last time you asked for assistance on a certain project from a colleague? What was the project?

Have you had times when others questioned your ability to handle a certain task? How have you handled such situations?

[employee comments]
MONITORING OTHERS:

How do you create a clear explanation of policies for the employees?

How do you access an employee's accountability? How do you deal with an employee who doesn't deliver their work on time?

[employee comments]
GOAL AND OBJECTIVE SETTING:

What is one of the major goals that you have set for yourself recently? How are you planning to achieve it?

Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do?

[employee comments]
BUSINESS ETHICS:

How do you avoid temptations to use dishonest data, figures, and facts to support conclusions?

What have you done to enhance your knowledge and understanding about fairness, equality, respect, integrity and honesty?

[employee comments]
SCHEDULING:

What efforts are you making to employ the best practices and standards when scheduling projects?

Can you think of a time you failed to schedule a task ahead of time? How did you correct the situation?

[employee comments]
ANALYTICAL SKILLS:

What is the most complex analytical task you have ever undertaken?

What efforts are you making to search for the best sources of information?

[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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