Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a copy machine operator. Find the right words with quality phrases.
A copy machine operator makes copies of documents by operating office machines that include photocopying, duplicating, and photographic machine. The operator is required to produce quality copies as per instructions and perform minor maintenance on the copying machine such as solving paper jams and routine cleaning.
Other than making copies, other duties include receiving and prioritizing requests for work to be copied; filing these requests; sorting, proofing, assembling, and delivering copied documents. He/she should keep records of the accounts being charged, monitor the inventory of copying supplies such as toners and papers, report the supply items needed, report if the machine needs repairs and lift up to 50 pounds.
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 |
|---|---|---|
| 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 consider all the available and potential solutions when solving problems. | 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. | Always works with others to ensure deadlines are met and quality work delivered Very open to correction and communication both from coworkers and management | 2 |
| DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work. | Claims dedication to the company but takes no significant steps to show it Very likely to spend time complaining rather than doing the expected | 1 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Is always worrying about work when at home, taking a day off or when taking a vacation Does everything that is on one's schedule and gets frustrated when some tasks are not accomplished | 1 |
| SELF-DISCIPLINE AND SENSE OF DUTY: Self-Discipline and Sense of Duty is an active effort which helps in developing set ways for your thoughts, actions, and habits empowering your to stick to your decisions. | Pays attention to own mistakes in order to learn new ways to deal with them if they happen again in the future Trains oneself to do what one knows to be right even when one does not feel like doing it | 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. | Creates a recognition program and hands out bonuses in order to show appreciation for employees' hard work and attention to quality standards Makes sure that all employees know what quality work means to the company and consistently communicates ways to improve work quality | 2 |
| BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world. | Engages in side conversations during meetings and uses the phone in most meetings Hardly makes introductions during meetings and does not observe ranking when making introductions | 1 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Hardly bothers to assess whether the current procedures, practices, and policies are diverse Possesses little understanding of the perspectives of others and does not bother to make improvements | 1 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Hardly updates the list of activities and does not make efforts to track project schedules Demonstrates inability to balance work and life and creates time for only one aspect at the expense of the other | 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. | Does not understand how to read machine prints and is unable to identify most symbols on drawings and blueprints 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? What do you consider as your best and worst experience when it comes to troubleshooting? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Are you available when your team needs you to finish tasks? What weaknesses have you noticed and how are you working on them? | [employee comments] |
| DEDICATION TO WORK: Do you show up daily for work or you give excuses to be absent? Are you accountable to your leaders delivering milestones as required? | [employee comments] |
| HANDLING STRESS: Can you describe a situation at work that really stressed you out to the maximum? How did you handle it? Describe a time when your project was faced with a situation that was not anticipated. How did you handle it? | [employee comments] |
| SELF-DISCIPLINE AND SENSE OF DUTY: Is there a time when you were not pleased with the outcome of your goals? If yes, how did you go about it? Describe a time when you have been able to juggle multiple important projects due to your ability to remain self-disciplined. What challenges did you face and how did you overcome them? | [employee comments] |
| QUALITY OF WORK: What are some of the programs you have initiated, if any, to train new employees on the company values and standards? How do you help new members of your team cope with the agreed team standards and values? | [employee comments] |
| BUSINESS ETIQUETTE: What efforts are you making to improve your dressing code? Do you make introductions in meetings and do you introduce people according to their ranks? | [employee comments] |
| DIVERSITY AWARENESS: What have you done to encourage the implementation of strategies that attract diverse applicants for vacant positions? Can you think of a situation where you failed to accept diverse views? How did you correct the situation? | [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] |
| MECHANICAL SKILLS: Have you ever failed to complete a task on time? What did you do to improve? How often do you undergo training on using computer aided design to enhance your ability to design machines? | [employee comments] |
Summary |
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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: |