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

A Regional Command Center Operator is responsible for managing security in a particular region. He/she is tasked with accessing control systems and video surveillance, receiving emergency and non-emergency calls as well as coordinating response efforts. Additionally, he/she will produce incident reports for investigative purposes and provide security managers with information from the sensitive security databases.

He/she will also get to handle the following duties: dispatching first responders, creating accurate communication logs, reporting incidents as and when they happen, provide situational awareness of security issues that are currently happening, provide the security managers with situation updates, monitor the location and status of the security personnel at all times and generate security relevant information for the organization or public.

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

TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback.

Communicates opinions and ideas in a clear and concise way to the other team members.

Always quick to notice and ease tensions that might be simmering within the group.

2

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.

Makes a list of things one need to refer to often and puts it next to one's computer for quick access

Shifts multitasking to single-tasking throughout the day to allow one's mind to reboot

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.

Asks other employees for suggestions and ideas about improving safety in the workplace

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

2

DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome.

Clearly articulates the desired outcome; begins with the end in mind and specifies the desired results

Builds motivation and commitment by offering financial rewards, future opportunities and other desirable recognition for tasks and projects well done

3

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.

Consistently brings outstanding organization to chaotic departments and all the projects

Makes the real use of the technology to establish and communicate plans

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.

Displays exemplary behavior in every aspect of the work given

Identifies the worthy steps and takes them in executing all the tasks given

2

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.

Defines important goals and puts a plan together to accomplish them

Does not dwell on the negative; does not think about past mistakes or things that cannot be changed

3

EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Looks not only at how well a person closes a deal with a customer but also at how well they work through the whole process

Looks for evidence that a person sets clear goals that match the company's objectives

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.

Takes responsibility for prior mistakes and works on ensuring that such mistakes will not happen again in the future

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.

Is able to invoke a sense of urgency in order to get a person to act at the moment

Asks questions to find out why someone is hesitant to agree with one's ideas and backs up own statements with credible evidence

2

Self Evaluation

Self Evaluation Question

Employee Comments

TEAMWORK SKILLS:

Do you always take credit for what others have done or you appreciate their efforts?

Do you always have a tendency of blaming others for the mistakes made?

[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 ways and techniques that you have found to make handling of multiple tasks easier and more effective?

[employee comments]
SAFETY AT WORK:

Describe a time when an accident happened at work. What caused the accident? What did you do to help those who were involved?

If you were chosen to conduct a company's safety audit, how would you go about it?

[employee comments]
DELEGATION:

Describe a time when you have had to deal with an employee who was not following your instructions on an assigned project. How did you go about it?

What are some of the things you have done to improve your delegation skills?

[employee comments]
PLANNING AND SCHEDULING:

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

What area can you help in the scheduling of time and workload?

[employee comments]
DEPENDABILITY:

Are you willing to do whatever it takes to get the job done no matter the situation?

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

[employee comments]
ENTHUSIASM:

Think of a time you had an idea and you got other employees to follow you. What was the idea?

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]
EVALUATING OTHERS:

Describe a time when you went into a performance review without preparation. How did it go?

In your opinion, do you think evaluating a person can give an adequate reflection of their character?

[employee comments]
PERSONAL DRIVE:

What personal and career goals have you set for yourself? What are you doing to make sure that these goals are accomplished?

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:

Describe a time when you have used persuasion to convince someone to see things your way. What tips did you use?

In your opinion, which is the best time to persuade others? Explain your answer

[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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