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

An Operations Coordinator is liable for coordinating goods and services to offer customers the best services as required. This position requires one to blend skills in customer services, human resource management, and office administration.

The principal roles of this post include assisting the managers in the data to day activities and management of the business operational activities, monitoring, controlling and managing business operations to meet customer expectations and company goods, liaising between customer and management to ensure smooth operations in delivery, ensuring compliance with the company standards and procedures, building and maintaining strong customer relationship through regular meetings and communications, providing direction and guidance to internal teams to achieve performance targets.

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

CUSTOMER ORIENTED: Customer Oriented is a skill that focuses primarily on the client as the King offering quality services that meet the customer's expectations with an aim to inspire people rather than just try to sell their product.

Does not yet have enough knowledge about the company products.

Does not value the importance of customer service training, is frequently late to class, and sometimes fails to attend.

1

DIPLOMACY: Diplomacy is the practice of conducting negotiations and influencing decisions and behaviors of different parties through dialogue, negotiation and other mature measures that are short of violence.

Actively listens in order to understand when a person has shut down and doesn't want to hear any more of the subject

Shows sensitivity especially when addressing negative issues or situations that might involve negative emotions

2

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Asks employees for input after decisions have been made thus makes them feel as if their opinions don't matter

Fails to break down big projects into smaller, manageable ones thus leaves one's team feeling overwhelmed

1

MANAGING REMOTE TEAMS: Managing Remote Teams is working under no physical supervision from your manager or supervisor while staying on task and communication to report on the daily progress.

Hires the wrong people for the wrong job thus ends up having problems managing them remotely

Ignores warning signs such as missing deadlines instead of meeting with the worker to determine what the problem is

1

MANAGEMENT CONTROL: Management Control is a system that collects and uses the information to evaluate the performance of different organizational resources like the financial, physical and the organization performance as a whole.

Provides teams and individuals with the support they require to accomplish goals

Maintains an open communication process among the staff and management

2

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Highly responsible with the staff always informed what is happening in their professional and personal life

Establishes and maintains a corporate culture of reliability and caring

2

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.

Occasionally fails to adhere to set guidelines while evaluating other

Lacks clarity and promptness in communication that affects other areas as well

1

COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition.

Does not allow team members to help in other departments

Always shouts others down when they try to offer their opinions

1

CUSTOMER SERVICE: Customer Service is the ability to cater for the needs of the client by providing excellent customer service without compromise.

Does not manage the expectations of customers by failing to give reasons for delays

Ignores customers with unrealistic demands and makes little attempts to negotiate with them to reach a middle ground

1

MEETING MANAGEMENT: Meeting Management is the skill to know and understands the reason why an official meeting should be held and who should attend.

Does not set clear agendas for most meetings and ends up having unproductive meetings

Constantly fails to follow up on meetings and hardly documents the assigned tasks

1

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Explain a situation where you went an extra mile to serve a customer. What did you do?

Can you describe an instance where you served an irate customer? What did you do?

[employee comments]
DIPLOMACY:

Is there a time when you have used diplomacy skills to gain information needed to solve a problem? How did you go about it?

Is there a time when you have had to analyze a situation or person carefully in order to be effective in guiding your action? How did you go about it?

[employee comments]
MANAGING AT TEAM:

Would you rather that your reporting staff respected you or feared you? Why? How would you inspire both reactions from them?

Is there a time when you have been a mentor to another aspiring manager? How did you go about creating that relationship?

[employee comments]
MANAGING REMOTE TEAMS:

What do you require in your physical workspace to be able to manage remote teams effectively?

How do you organize files in your computer and how do you share them with your remote workers?

[employee comments]
MANAGEMENT CONTROL:

Do you network with other leaders to build key alliances that could be vital to the growth of the business?

Do you balance your personal life and work life in a way that your employees admire?

[employee comments]
MANAGEMENT SKILLS:

How would the employees rate your leadership style, strengths, and weaknesses?

Do you support the employees and the projects they are undertaking to ensure they reach their goals?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

Do you encourage and motivate or do you discourage others?

Do you treat the employees the same even the weak ones?

[employee comments]
COOPERATION WITH COLLEAGUES:

Are you willing to reconcile when a conflict occurs in the workplace?

Do you deserve a promotion gauging from the work you have done as a team?

[employee comments]
CUSTOMER SERVICE:

Is there a time when you were asked a question and you were unable to answer? Did you seek assistance?

Are there any instances where you delayed responding to a customer and did you give any explanations for the delay?

[employee comments]
MEETING MANAGEMENT:

What efforts are you making to gain more knowledge about effective meeting management skills?

What efforts are you making to ensure all meetings have a clear agenda?

[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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