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

A computer operator provides data through operating a computer by taking care of all the computer activities from inputting to output and also assists users to start computers and run different commands. He/she prepares equipment for use by ascertaining that computer hardware and software works effectively.

Other duties associated with the position include determining the sequence of computer operations and initiating commands in computers as well as ensuring that the computers run continuously by identifying and resolving errors in real-time. He/she is responsible for documenting inventory to determine the required computer supplies. Lastly, he/she responds to user's needs and requests while maintaining their information confidential.

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

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Researches extensively before delivering a talk to have concrete facts and information that will not raise any objections.

Finds out if the other person understands what is being discussed during a conversation and explains unclear issues.

2

ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws.

Develops a checklist as a guide to make sure that all the procedures are met.

Maintains detailed and accurate records at all times and does not entertain sloppy work.

2

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Looks for useful information that the employees need and that which will help them become more successful in their work

Avoids focusing on feedback as either negative or positive in order to not interfere with one's ability to put important points across

3

PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions.

Holds workers liable for their results assuring each remains answerable

Recognizes and carefully handles employees who show signs of employee burnout

3

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Maintains the highest levels of personal integrity that make them admirable

Uses the promises made as the bond, always sticking by them

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.

Holds a solid reputation for being an equitable leader who treats everyone with respect

Widely respected for being accountable to the managers and coworkers

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.

Creates a list of everything that needs to be accomplished so that one does not lose track of own goals

Makes a personal commitment to develop and bullet-proof own personal ethical code of conduct

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.

Makes enough effort to search for the best sources of information

Understands a good number of data collection techniques and makes an effort to collect the right information

2

DATA ENTRY: Data Entry is a skill to key in information from various sources as directed by the management while keeping to the policies and procedures of the company and ensuring they are accurate.

Puts extra effort in doing repetitive tasks for long periods of time

Demonstrates willingness to learn how to transcribing documents and type up manuscripts

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?

Which biggest challenge have you encountered in customer service and how did you deal with it?

[employee comments]
VERBAL COMMUNICATION:

Have you ever tried to think about what you would say from another person's perspective?

Have you ever tried to copy somebody else's way of talking and how did it turn out?

[employee comments]
ACCURACY:

Which environment do you work comfortably well, noisy or quiet environment?

How much time do you dedicate to ensure you deliver an error free task?

[employee comments]
GIVING FEEDBACK:

Describe a time when you have had to deal with an employee who was not happy about the feedback you had given. How did you handle the situation?

How do you recognize and motivate employees who have constantly demonstrated excellent performance at work?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Do you make decisions with the employees in mind or do you just consider your own needs?

Do you reward employees who are working hard reaching their goals all the time

[employee comments]
DEPENDABILITY:

Do you give excuses instead of doing what is right?

Are you a loyal person that your coworkers and management can rely on?

[employee comments]
ETHICAL BEHAVIOR:

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

Are you most likely to bend the truth to protect yourself?

[employee comments]
SELF-DISCIPLINE AND SENSE OF DUTY:

Describe a task that required you to remain self-disciplined from the start to the end. How did you manage it?

Describe one time when you have worked the hardest. What motivated you to work hard and what was the outcome?

[employee comments]
ANALYTICAL SKILLS:

Can you think of a small problem you ever identified and solved before it could turn into a big problem?

What efforts are you making to improve your knowledge to work with numbers and figures?

[employee comments]
DATA ENTRY:

How often do you work in a team and how often do you work independently?

Have you ever failed to meet a tight deadline? What efforts did you make to improve?

[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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