Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a key operator. Find the right words with quality phrases.
A key operator controls or operates a machine and is assigned to a particular machine to which he has operating expertise. He/she ensures that the machine is operating efficiently by making sure there are enough supplies and doing minor repairs such as clearing paper jams as well as regular maintenance and cleaning.
Other than ensuring that the machine is running efficiently, other duties include receiving communication regarding the machine, determining that if the machine needs refilling of supplies, ordering supplies, determining the use patterns of the machine to prevent misuse, manage operational costs by devising control measures and storing the supplies.
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 |
|---|---|---|
| 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 the last person to offer assistance or help out when asked to Does not commit work to the team in line with the organizational goals | 1 |
| 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. | Always ready to jump in and get the project done as expected Focuses on innovating new ideas on how to do more tasks easily | 2 |
| ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong. | Finds it hard to initiate and maintain comfortable relationships with colleagues at work Discourages other employees from openly voicing their views, ideas, and feelings | 1 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Spends too much time on one task by going back several times to polish and rearrange in order to get the result one wants thus, misses deadlines for other tasks Does not take time to freshen up even when one starts to feel drained and mentally overworked | 1 |
| 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. | Listens carefully to what the other person has to compromise and only offer what one can, without feeling resentful or used up Welcomes change and new ideas and continues looking for ways that one can incorporate these into one's life | 2 |
| 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. | Breaks down large goals into manageable parts in order to stay focused and keep one from being overwhelmed Makes a personal commitment to develop and bullet-proof own personal ethical code of conduct | 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. | Shows up late for meetings, rarely prepares for meetings, and misses 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. | Shows unwillingness to promote the implementation of new diversity initiatives Makes little efforts to promote professional development courses and forums that enhance diversity | 1 |
| 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. | Hardly asks for assistance when faced with challenges when operating modern electronic devices Demonstrates little knowledge on how to use modern computing power to assist in making better decisions | 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. | Hardly meets deadlines and is unable to complete projects with costs restraints 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 |
|---|---|
| COOPERATION WITH COLLEAGUES: Do you cultivate a team spirit through all forms of communication? What can your team say concerning your work ethics and manners? | [employee comments] |
| DEDICATION TO WORK: Are you available to do what is expected of you within a set timeline? Do you seek new opportunities to make you grow or you are not open minded? | [employee comments] |
| ASSERTIVENESS: Is there a time you had to effectively "read" another person in order to guide your actions based on your understanding of their individual needs? If a colleague was facing a clash of personalities, what steps would you take to make the working relationship run smoothly? | [employee comments] |
| HANDLING STRESS: Describe a time when you have had a heavy workload. How did you handle it? Which specific areas in your current department do you find to be the most stressful? | [employee comments] |
| PERSISTENCE: Is there a time when you have faced a difficult situation? What ways did you use to sustain your ability to keep on going until the situation was fixed? What have you done to develop the inner energy that keeps you going when facing tough situations at work? | [employee comments] |
| SELF-DISCIPLINE AND SENSE OF DUTY: How do you know when your behavior is about to get out of track and how do you regulate it? Describe a time when this happened What would your boss or team members say about your behavior at work? | [employee comments] |
| BUSINESS ETIQUETTE: Are you making any efforts to build and nurture relationships and do you create time to meet people? Do you make introductions in meetings and do you introduce people according to their ranks? | [employee comments] |
| DIVERSITY AWARENESS: What are you doing to be seen as a person who can address diversity concerns of other people? What efforts are you making to assess whether the current procedures, practices, and policies are diverse? | [employee comments] |
| TECHNOLOGY SAVVY: How often do you seek for assistance when faced with challenges related to installing, using, and troubleshooting computer software? What are you doing to increase your capacity to operate modern electronic devices? | [employee comments] |
| MECHANICAL SKILLS: What efforts are you making to improve your communication skills when explaining complex machines to clients? 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: |