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

A Board Operator is responsible for operating sound boards and transmitting equipment. Most board operators work for the radio or film industry primarily using a mixing board device that accepts the audio inputs allowing the operator to adjust volume levels and add effects on the fly as well as outputting the results as high-quality audio suitable for radio broadcast.

The duties of this position vary depending on the size of the radio station. The primary ones include setting up and troubleshooting mixing boards, microphones, electronics and mechanical components used, creating computer software used for editing and broadcasting audio, equalizing the volume of the microphone channels to provide a level of consistent audio broadcast, adding effects to the sound like reverb making the voice sound bigger and airier.

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

SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds.

Is afraid to report any suspicious or unusual behavior, with an employee, that could become a safety hazard

Does not post safety signs thus employees keep on forgetting about the everyday risks inherent in their jobs

1

PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions.

Always give appreciation for contributions and significant achievements by the employees

Great communication skills with clear indications of what is expected from each team member

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.

Only dedicated to the company whenever it is convenient to do so

Very likely to spend time complaining rather than doing the expected

1

PHYSICAL ABILITIES: Physical Abilities is the ability of one's strengths and limitations that are also known as the individual resources to perform well at the tasks given.

Does not like working on anything that requires physical strength

Does not use the latest systems in executing tasks making it hard for tasks to be completed promptly

1

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Pays attention to the surrounding, the expressions, feelings, and actions of the people before interacting with them

Sets oneself the challenge of having a conversation with a stranger every week in order to understand life in another person's perspective

2

CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues.

Identifies and shares with other employees short-term strategies to overcome problems or take advantage of opportunities

Identifies and creates new strategies that will fulfill the changing needs of the customers in the future

2

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.

Works alone and does not seek advice from colleagues or people who have accomplished the same goals

Sets a goal without a reason and purpose thus loses focus easily

1

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.

Lets new employees try to do tasks with zero guidance instead of training them the skills they need to do their job

Delegates tasks to team members without considering their skills, strengths, or weaknesses

1

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Constantly disrespectful to people with diverse cultural backgrounds and often alienates them

Demonstrates poor relational abilities and is never recognized as being political savvy

1

PRODUCT KNOWLEDGE: Product Knowledge is an essential sales skill to understand the features of your product allowing you to present the benefits compellingly and accurately to the customer.

Demonstrates little awareness about the customer experience offered by a product

Demonstrates little knowledge on how to use a product together with another

1

Self Evaluation

Self Evaluation Question

Employee Comments

SAFETY AT WORK:

How often do you organize safety training programs for your employees? How has this helped the employees and the company at large?

How would you deal with an employee who does not use the protective equipment?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are the goals you set achievable or do they cause work stress among the employees?

Are you a fountain of energy and comfort to demoralized employees?

[employee comments]
DEDICATION TO WORK:

Do you criticize the company or work hard to give it your level best?

Do you agree with your supervisors view on areas you need to change?

[employee comments]
PHYSICAL ABILITIES:

Has the company provided all the protective gear required to handle such tasks?

Do you communicate effectively to ensure adequate use of equipment or machines?

[employee comments]
EMPATHY:

Think of a time you had to address an angry client. How would you assess your role in diffusing the problem?

Describe a time when you were able to strengthen a relationship between colleagues using effective communication. What made your communication effective?

[employee comments]
CONCEPTUAL THINKING:

Can you describe a time you were able to identify underlying or key issues in a complex situation? How did you go about it?

Give an example of a problem you solved when important facts were unavailable. What was the outcome? How was this problem affecting other employees?

[employee comments]
PERSISTENCE:

Can you describe a time when you were given a project that had an impossible deadline? How did you manage to complete the project in time?

What have you done to develop the inner energy that keeps you going when facing tough situations at work?

[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?

What are some of the tools that you have used to check for information accuracy before working on it?

[employee comments]
INTERCULTURAL COMPETENCE:

Can you think of a time where you disrespected someone from a different culture? How did you correct the mistake?

How often do you encourage others to show respect to people with diverse cultural backgrounds?

[employee comments]
PRODUCT KNOWLEDGE:

What are you doing to enhance your understanding of industry trends, terminologies, and concepts surrounding a product?

What are you doing to improve your ability to fix problems associated with a product?

[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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