Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an air traffic controller. Find the right words with quality phrases.
An Air Traffic Controller is capable of coordinating the movement of air traffic to allow safe distances between aircraft. This position is a pivotal role in ensuring the safety of taking offs and landings without any hitches.
More important tasks include, authorizing flight path changes, monitoring and directing the movement of aircraft using the radar equipment, providing weather updates to pilots, alerting airport response staff in the event of an airplane emergency, issuing precise landing and takeoffs instructions to pilots, managing communications by transferring control of departing flights to traffic control centers, controlling all ground traffic at airports including baggage vehicles and airport workers, providing valuable information to pilots such as runaway closures, weather updates etc.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
|---|---|---|
| LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained. | Does not maintain the required eye contact and appears not to be relaxed during a conversation. Has difficulty seeking clarification to issues that are not well understood | 1 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Recognizes other people's ideas and abilities by demonstrating trust in them. Builds and maintains beneficial relationships, which helps achieve great results. | 2 |
| NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests. | Treats customers, clients, and other business associates as opportunities and cash cows Stays for over a month without picking up the phone to connect with a new person | 1 |
| APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them. | Does not focus on delegation of tasks ending up with a messy schedule Lacks clarity and promptness in communication that affects other areas as well | 1 |
| EQUAL OPPORTUNITY AND DIVERSITY: Equal Opportunity and Diversity means having employees from a wide range of background that includes different ages, gender, ethnicity, sexual orientation, religious belief, educational background, physical ability and treating them equally. | Helps those who require assistance without checking their age, race, color or position Respects the opinions of others without interfering, using what is beneficial only | 2 |
| PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face. | Writes down one's goals in a place that one can see it regularly and is specific about the results one wants to achieve Works with people who have positive mental attitude and avoids listening to cynical advice and pessimistic colleagues | 2 |
| PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal. | Engages in inappropriate relationships or presents an unprofessional side of oneself when connecting with colleagues on social media Jumps into the issues or matters of other employees in order to "spread the fire" but not to rescue them | 1 |
| TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time. | Delivers low-quality work to beat the clock and is poor in time-management Miscalculates the time required to complete projects and ends up missing deadlines | 1 |
| PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level. | Ignores the perspectives of customers and vendors and thereby fails to meet their expectations Ignores benchmarks and fails to complete processes in accordance with the already set standards | 1 |
| TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace. | Always lags behind others in working with new and complex systems Produces poor results in complex tasks and takes too much time working on simple tasks | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| LISTENING SKILLS: How do you give your feedback and does it have any value? Do you always seek for clarification on issues you do not understand when conversing with someone? | [employee comments] |
| INNOVATION: Explain how you go about when solving a problem or an issue? Do you delegate work and how has it benefitted you as an individual? | [employee comments] |
| NETWORKING: Describe a networking event that changed your career life. What was the event about? What happened? What value have you added to the new connections you have made? How do you make them feel part of your team? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: Do you find fault with some of the employees you assess? Do you concentrate so much on the negative and forget the positives? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Are you a good team player who does not choose which team to join? Do you make friends depending on how well they work with you or who they are? | [employee comments] |
| PERSISTENCE: How do you motivate your team members to remain persistent? Can you give an example of a time when this was practical? What have you done in the past to become successful in achieving your goals? | [employee comments] |
| PERSONAL RELATIONSHIPS: Can you describe an experience that showcases your ability to work and relate well with other employees in the workplace? Is there a time when you have chosen to trust a colleague to handle a very sensitive project for you? What was the outcome? | [employee comments] |
| TIME MANAGEMENT: Were there any instances where you felt that you took more time to get work done than other times? Do you keep a well-organized record of all the upcoming deadlines? | [employee comments] |
| PROCESS IMPROVEMENT: How often do you encourage colleagues to undergo training on new procedures? Have you ever failed to map existing processes and how did you correct the mistake? | [employee comments] |
| TECHNICAL SKILLS: What are you doing to improve your ability to troubleshoot and maintain basic devices and machines? How often do you train others in your area of expertise and how often do you share your knowledge? | [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: |