Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a control room operator. Find the right words with quality phrases.
A Control Room Operator is liable for performing duties associated with control room maintenance as well as the requirements that are unique to the company for which they work in ensuring everything is under check and working as it should.
The essential functions of this position are adhering to plant operational procedures for production goal achievement and handle work safely, Inputting functional system status with applicable journals and control system tools, functioning as station orientation to calibrate and troubleshoot automation, power and building interface systems, gaining awareness of system operating requirements and trends and suggesting operating adjustment suggestions, conducting emergency operations for electric service and protecting station equipment, carry out emergency operations for electric service and protecting terminal equipment.
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 |
|---|---|---|
| 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 know how to tell customers to wait for their turn tactfully. Takes a lot of time handling an issue with a customer, which includes too high average time per call. | 1 |
| ORGANIZED WORKPLACE: Organized Workplace is a vital characteristic that helps the business to thrive for long term due to the sense of structure and order which efficiently promotes the team spirit. | Demonstrates a good knowledge of the company's rules and regulations Good knowledge of all work related items and can access them when need be. | 2 |
| ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values. | Does not consider other people's views when making final decisions Unconcerned of how unfair treatment often affects the coworkers in belittling them | 1 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Not as experienced and knowledgeable as shown in the application Does not generate any new ideas or recognize new solutions for problems | 1 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Stops personal or group emotions from clouding or taking over business judgment Avoids personal confrontations in the workplace while looking for workable solutions | 2 |
| PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace. | Displays excellent management skills in how to manage time and resources Welcomes coaching and training that brings out more hidden ability | 2 |
| CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results. | Is consistently late for work thus fails to deliver services or goods promised within a certain amount of time Does not show willingness to help other employees when the need arises | 1 |
| DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period. | Agrees to a deadline that one knows is unattainable thus ends up unsatisfying the person who assigned the project and ruins own reputation Does not know how to improve own concentration when one is faced with distractions | 1 |
| QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer. | Jumps from one task to the other instead of concentrating on a single activity at a time Regards productivity as other employees' concern; does not offer suggestions to increase the amount of work one produces | 1 |
| PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level. | Ignores the perspectives of customers and vendors and thereby fails to meet their expectations Ignores benchmarks and fails to complete processes in accordance with the already set standards | 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? Is there a time you understood a customer's circumstances quickly? What did you do? | [employee comments] |
| ORGANIZED WORKPLACE: Has the company given you all the essential things you require to perform your duties/ How can you rate the general work morale? Are people in good spirits when discharging their roles? | [employee comments] |
| ETHICAL BEHAVIOR: Do you keep your word at all time or do you fail to be honest? Are you most likely to bend the truth to protect yourself? | [employee comments] |
| INITIATIVE: Are you pushed to think creatively and explore new opportunities? Do you accept responsibility quickly without passing on the blame? | [employee comments] |
| ORIENTATION TO WORK: How well do you manage your time assigned for the tasks? How do you deal with office confrontation and do you feel justice has been served right? | [employee comments] |
| PERSONAL GROWTH: Are you fully committed to remaining an active part of the company? Do you find it hard to work with the management in certain areas? | [employee comments] |
| CONSISTENCY AND RELIABILITY: Is there a time that other employees' actions negatively impacted on a task for which you were responsible? What did you do? How often do you keep in touch with customers? How do you inform them about new products or services? | [employee comments] |
| DEADLINES - ON TIME: How have you kept yourself motivated to meet deadlines at work? How have you helped others on the same? What are some of the tools that you have used to prioritize your tasks? How has this helped meet your deadlines? | [employee comments] |
| QUANTITY OF WORK: Describe a time when you have had to adjust your working pattern in order to be more productive. How did this affect the quantity of work you produced? How have you dealt with a subordinate whose productivity was consistently marginal? | [employee comments] |
| PROCESS IMPROVEMENT: What efforts are you making to implement parallel processing of related processes? Have you ever failed to map existing processes and how did you correct the mistake? | [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: |