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

A Production Operator is liable for assisting with manufacturing, packaging and any other steps followed in the production line. This position handles most heavy equipment in their line of duty though it varies from one company to the other.

The essential functions of this post are operating equipment safely and efficiently for production processing, setting up the production materials and supplies before executing the job orders, inspecting equipment to identify any replacements, malfunctions and repairs, ensuring the computer are maintained in good and safe working condition, repairing and cleaning the machine when needed, providing assistance to junior operators in their assigned responsibilities, following safety steps and company policies for equipment operation, identifying and reporting unsafe operations to supervisors immediately.

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

STORYTELLING: Storytelling is a great social and cultural activity of sharing stories with an aim to educate, entertain, and instill moral values which are mostly used in the cultural oral storytelling events.

Barely engages the audience using body language, facial expression, and eye contact.

Uses the stage poorly and maintains a poor stage presence.

1

CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking.

Gathers all the required facts and figures before starting to solve a particular problem.

Shows great flexibility when it comes to changing strategies and tact while dealing with different problems.

2

SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life.

Does not take any steps to avoid recurrences of errors

Ignores confrontations and overlooks mistakes leading to a dissatisfied workforce

1

CREATIVITY: Creativity is the skill of turning new and imaginative ideas into reality through the ability to perceive the world in new ways, find hidden patterns, make connections between unrelated phenomena and generate solutions.

Does not encourage the team members to think creatively about solutions required

Very comfortable thinking inside the box and rarely challenges assumptions

1

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Offers to cover the responsibilities of a colleague while he/she is on vacation

Works overtime to help a colleague meet a deadline for a certain proposal

2

HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it.

Takes one's annual leave each year and makes sure that one has a proper break from work

Takes time to organize one's desk in order to ease the sense of losing control that comes from too much clutter

2

RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant.

Easily loses focus when faced with problems and gives up even before the problems are resolved

Does not stay on top of repeat problems that distract the smooth running of the company and its productivity

1

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Sets unattainable goals and therefore gets frustrated when one keeps on missing the deadlines

Describes own goals and objectives in a negative way thus feels demotivated and lacks morale to accomplish them

1

DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness.

Often makes jokes that are offensive to others and is disrespectful to people with diverse views

Rarely participates in events that are diversity-related and makes little efforts to promote them

1

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

Spends most of the available time engaging in activities and thoughts that do not produce results

Hardly creates a routine and fails to get repetitive tasks done efficiently

1

Self Evaluation

Self Evaluation Question

Employee Comments

STORYTELLING:

Does the audience remain engaged throughout the story telling session? How do you tell?

Do you involve the audience during story telling? Explain how you do it.

[employee comments]
CRITICAL THINKING:

Do you get to appreciate and learn from your mistakes and how do you deal with making wrong decisions?

How flexible are you when it comes to trying different ways of solving problems other than the intended way.

[employee comments]
SUPERVISORY SKILLS:

Have you discovered your strengths and identified areas that need improvement?

Are you reliable to give a competent report on each employee's abilities?

[employee comments]
CREATIVITY:

Have you exhausted all your creative skills and solutions that would be beneficial to the business?

Do you value and implement creative skills that you learn from others

[employee comments]
ADAPTABILITY:

Do you prefer an environment with a structured routine or one with new experiences?

Can you describe a situation where you had to move into action without a plan when solving a difficult problem?

[employee comments]
HANDLING STRESS:

Can you describe a situation at work that really stressed you out to the maximum? How did you handle it?

Which specific areas in your current department do you find to be the most stressful?

[employee comments]
RESULTS ORIENTATION:

Is there a time when you were not satisfied with the results you achieved for your goals? What was the problem?

How do you motivate your team members to stay focused on achieving results?

[employee comments]
GOAL AND OBJECTIVE SETTING:

How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals?

Describe some of the factors that you consider when setting your goals and objectives. How have these contributed to your success in the goal setting process?

[employee comments]
DIVERSITY AWARENESS:

What have you done to encourage the implementation of strategies that attract diverse applicants for vacant positions?

Have you ever made a joke that offended the beliefs of someone else and how did you rectify the situation?

[employee comments]
SCHEDULING:

What are you doing to create a balance between quality and quantity when scheduling tasks?

How often do you create a routine to get repetitive tasks done more efficiently?

[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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