Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a posting machine operator. Find the right words with quality phrases.

A Posting Machine Operator is responsible for maintaining, controlling and operating machines and equipment that is used in the post office departments.

The essential functions of this position include running the machines by managing settings and conducting tests to ensure a successful daily operation, providing an excellent combination of the materials used so they complement each other for a smooth processing, inspect equipment in use , checking for any problems and fixing them immediately if any to prevent breakdown, loading the machine with the right materials for particular task, monitoring all activities going on at the work site, recording accuracy, clarification and verification and reporting to the supervisor, ensuring all the processing material is never in shortage, place orders for more supplies even while little is remaining.

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

TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system.

Does not adequately undertake research or study before commencing any troubleshooting procedure.

Does not know how to use past knowledge and experience to help in solving problems.

1

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

Does proper research to get accurate facts and figures before undertaking any task.

Usually tries to find errors in work and corrects them immediately.

2

CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results.

Constantly demands reliability from other employees and clients but not from oneself

Always shirks duties or passes on one's work to someone else

1

REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live.

Creates a vision board but does not put it in a place where one can see it thus fails to achieve own goals

Sets goals but believes that one does not have what it takes to achieve them thus lacks the motivation to accomplish 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.

Keeps projects on schedule, tracks them carefully, and delivers results on time

Balances the speed of delivering work with quality and shows commitment to make improvements in both aspects

2

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Uses a routine to get repetitive tasks done with enhanced efficiency

Shows willingness to learn how to have a work-life balance and create more time for both work and family

2

TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually.

Lacks enough capacity to work anytime from anywhere and on any device

Does little to seek for assistance when faced with challenges related to installing, using, and troubleshooting computer software

1

TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace.

Shows unwillingness to participate in specialized training programs and lacks the interest to look for more training opportunities

Constantly fails to prepare for training sessions ahead of time

1

WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company.

Often fails to acknowledge cited works and shows little understanding of the appropriate referencing styles

Does not demonstrate willingness to learn how to integrate primary data and secondary sources accurately

1

MECHANICAL SKILLS: Mechanical Skills are the abilities to solve problems that arise in the workplace, although it may vary from one company to another.

Lacks analytical skills and is always unable to solve most problems brought by clients

Hardly knows how to use most hand tools properly and is unable to identify basic hand tools

1

Self Evaluation

Self Evaluation Question

Employee Comments

TROUBLESHOOTING:

Give an instance you had to troubleshoot a problem, and you succeeded. What did you do?

Give an instance you failed to deliver a task you had been given by a client. How did you resolve it?

[employee comments]
ACCURACY:

Do you normally have a checklist or a guide before you start doing any given task?

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

[employee comments]
CONSISTENCY AND RELIABILITY:

Can you provide a specific example that best illustrates your ability to be counted on?

Describe a time your workday ended before completing a task. Did you end up finishing the task? How did you do it?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you failed to meet your goals because they were unreal? What did you do?

What are some of the things that you have done to improve your ability to set realistic goals?

[employee comments]
TIME MANAGEMENT:

Do you plan your time and evaluate how you use it periodically when working on a project?

Is there a time you had to seek assistance from another person to solve a problem quickly?

[employee comments]
SCHEDULING:

What efforts are you making to employ the best practices and standards when scheduling projects?

How often do you encourage others to work steadily towards both career and personal goals?

[employee comments]
TECHNOLOGY SAVVY:

How often do you seek for assistance when faced with challenges related to installing, using, and troubleshooting computer software?

How often do you encourage colleagues to use computers to execute repetitive, multiple, and complex tasks more efficiently?

[employee comments]
TRAINING OTHERS:

What are you doing to concentrate during training sessions and do you encourage others to concentrate?

How often do you encourage team members to share concepts learned in training sessions?

[employee comments]
WRITING REPORTS AND PROPOSALS:

Have you ever failed to proofread and edit a report or proposal before submitting? How did you correct the situation?

What efforts are you making to learn how to convey technical ideas in an appropriate and reader-friendly language?

[employee comments]
MECHANICAL SKILLS:

What are you doing to improve your math skills and apply them in analyzing problems and designing solutions?

What efforts are you making to improve your ability to use a wide range of hand tools properly?

[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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