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

A communications center specialist is responsible for receiving, examining, and prioritizing emergency or non-emergency calls and deploys the relevant authorities to manage different situations. He/she retrieves and disseminates information gathered from multiple phone calls and evaluates the incoming calls including fire, medical, security calls, to gauge the best response for each of the incidents.

Other duties include finding more information concerning the reported event as well as to provide the police and other response officials with the necessary info to rescue the situation while ensuring their safety. The specialist offers the most appropriate intervention for distraught callers until they get help. Lastly, they enter the information gathered in the center's computerized system as well as processing, analyzing, and disseminating it.

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

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.

Checks areas of concern in the facility to ensure that precautions have been met

Regularly checks all tools and equipment in order to make sure that they are well maintained and safe to use

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.

Takes the time to learn employees' strengths and weaknesses and delegates tasks to whoever has the largest number of relevant skills for that task

Takes the time to prepare and develop the discipline to map out exactly what one is asking for

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

Regularly sets aside ample time to organize and plan the workload without favoritism

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.

Identifies something positive in the midst of negativity and changes perception about that situation

Feels passionate and energetic at work and often works on tasks that bring joy and accomplishments

3

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.

Goes above and beyond; suggests new ideas, clients or products in order to make projects easier or more streamlined

Looks for online courses and attends seminars in order to grow capabilities to counteract any feelings of inadequacy

2

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

Finds something good to say about others even when one does not like what they have produced

Looks at a person's punctuality and attendance:- whether or not a person has attained perfect attendance to work and meetings

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.

Commits one's own time and energy to see that goals are achieved the right way and in a timely manner

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

2

ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal.

Takes the time to go over own weekly plans in order to know what is due and to avoid surprising appointments

Keeps all current projects in the forefront in order to stay focused on the tasks or activities that matter the most

2

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Delegates tasks to employees based on their strengths, weaknesses, and other behavioral styles that could affect the quality of work produced

Makes sure that all employees know what quality work means to the company and consistently communicates ways to improve work quality

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

SAFETY AT WORK:

Give an example of a time when an employee caused an accident due to neglecting safety procedures. How did you deal with him/her?

Can you give an example of a time when you had to stop an important process due to the danger of imminent accidents?

[employee comments]
DELEGATION:

What are some of the techniques or methods you have used to ensure effective delegation?

How do you deal with an employee who does not deliver a project on the agreed time?

[employee comments]
PLANNING AND SCHEDULING:

Do your planning skills need improvement or are they ready to go?

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

[employee comments]
ENTHUSIASM:

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

Is there a time when you did not think a situation could not get any worse and then it did?

[employee comments]
SELF CONFIDENCE:

Is there someone who has contributed to your self-confidence? What did that person do to build up your feeling of self-worth?

Is there a time you had to lead other employees in a certain direction, but you had some doubts? What did you do?

[employee comments]
EVALUATING OTHERS:

How do you prepare for an evaluation process? How do you make sure that a person knows exactly what you are looking for?

How do you think a company benefits from regularly evaluating its employees?

[employee comments]
PERSONAL DRIVE:

Look back to when you were about seven years old. Is where you are now where you wanted to be?

What behaviors, workplace events or actions limit or destroy your personal drive? What do you do to get back on track?

[employee comments]
ORGANIZATIONAL SKILLS:

Give a specific example of a project you have done that perfectly describes your organizational skills. How did you go about it?

How do you differentiate tasks that bring you closer to your goals from those that don't add value to your goals? How do you treat both tasks?

[employee comments]
QUALITY OF WORK:

How do you make sure that projects instructions are clear to your team members?

How have you made sure that your projects meet the agreed quality standards? What tools or methods have you used?

[employee comments]
QUANTITY OF WORK:

What are some of the factors you have considered when delegating tasks to your team members in order to increase their productivity?

Is there an instance when you have used shortcuts to get a job done? How did this affect your productivity?

[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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