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

A Security Command Center Operator is tasked with the primary role of responding and assisting security personnel in responding and reporting emergency and non-emergency occurrences to the security command center. He/she will also get to monitor multiple security systems to ensure the safety of persons and property at all times as well as detecting situations that are unfavorable and sending security personnel.

Besides that he/she will: provide continuous information updates when needed ensuring that all incidents are resolved to completion, ensure that all channels of communication are open, ensure that all incidents are handled professionally as well as monitoring security in the premises in areas such as the perimeter of the building, sensitive areas, exterior doors.

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

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Takes breaks when one needs them in order to balance rushes and refresh one's mind for tasks that require intense focus

Chooses compatible tasks such as reading a book and clearing your desk and does them together

2

SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds.

Makes sure that flammable trash such as oils, paper, and dry wood is disposed daily

Recognizes employees who work hard to keep the workplace safe and disciplines those who behave in ways that could harm others

2

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Gives each employee sufficient time to accomplish the specific objectives assigned to him/her

Pays attention to the human resources required for the plan to succeed

2

PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done.

Uses a highly efficient organizing system to develop strategies without losing sight of the goal

Develops new scheduling plans and systems that are workable to organize work

2

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

Displays exceptional performance and keenness on tasks performed every day

Demonstrates solid performance consistently in all aspects of work done

3

ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you.

Shows creativity when collaborating with other employees on their goals

Always on the lookout to help colleagues who are in need even if it's just with a kind word or a friendly smile

2

PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish.

Operates as an effective representative of the company in both internal and external forums

Monitors one's own emotional responses and remains controlled at all times

2

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Speaks in the affirmative in order to maintain directness and keep one's own intentions clear

Puts oneself in the other person's shoes in order to understand the other person's feelings, motives, and situation better and build trust

2

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Does not let other employees waste own time with gossip; sets boundaries at work in order to complete the assigned work correctly and on time

Works closely with other employees to encourage them to maintain high-quality standards in their work

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 highly motivated and constantly offers outstanding suggestions to keep others motivated to exceed the company goals and expectations

2

Self Evaluation

Self Evaluation Question

Employee Comments

MULTI-TASKING:

Describe a situation that required you to do a number of things at the same time. How did you handle it?

What are some of the resources you have used for effective multi-tasking other than your own time and attention?

[employee comments]
SAFETY AT WORK:

How do you set your company's safety rules? How do you make sure that every employee follows these rules?

Is there a time when you have had to deal with an employee who repeatedly ignored the company's safety instructions? What did you do?

[employee comments]
STRATEGIC PLANNING:

How does your current position affect the overall goals of your company? What have you done to improve your ability to set the company's goals?

What goals have you set for your career? What is your plan to achieve them?

[employee comments]
PLANNING AND SCHEDULING:

Do you have all the tools to help you plan and schedule the company's affairs?

What help do you require to become better in your planning?

[employee comments]
DEPENDABILITY:

Are you trustworthy to handle the tasks given without passing them on to others?

Do you finish all your projects and tasks within the allocated time?

[employee comments]
ENTHUSIASM:

Can you think of a situation where you were intensely motivated? When were you bored?

Is there a time when a task had to be completed, and you were able to focus your efforts and attention to get it done?

[employee comments]
PERSONAL DRIVE:

What role has your supervisor, manager or colleagues played in improving your personal drive in the workplace?

If you were asked to supervise your colleagues, how would you interact with them in order to help them find their personal drive?

[employee comments]
PERSUADING OTHERS:

What are some of the things that you have done to improve your ability to persuade others?

Describe the most difficult persuasion exercise you have conducted. What made it difficult and how did you go about it?

[employee comments]
MANAGING DETAILS:

Is there a time when you have failed to deliver a project on time because you didn't have all the required information? What happened?

How do you organize your tasks to know which one comes first and what follows next? What tools, if any, have you used?

[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?

How have you dealt with a subordinate whose productivity was consistently marginal?

[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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