Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an operations supervisor. Find the right words with quality phrases.
An Operations Supervisor is liable for supervising the daily activities of an operations unit in any organization to ensure they run smoothly as per the requirements. This position is the backbone of any organization that a company can't do without.
The responsibilities of this post includes determining the workflow and scheduling it, implementing operational policies and procedures, executing and planning the budget for the organization, overseeing the inventory and revamping the department to upgrade its contribution to the welfare of the team, formulate effective strategies that enhances the financial health of the organization, developing measures to motivate employees and undertake office management.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| 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. | Does not follow the company's dress code protocol to the letter Difficult coming up with workable solutions to basic workplace problems. | 1 |
| URGENCY: Urgency is the speed that drives businesses fast in order to keep them from disconnecting from what they are aiming to achieve but pursue it with a sense of urgency. | Shows speed when working around the office and with other workmates. Strives to find workable solutions to challenges being faced in the workplace. | 2 |
| KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity. | Is always late to work, functions, and meetings and takes a day off when a major or important event is taking place at work Is not able to speak up concisely and clearly or use body language that shows confidence when communicating ideas with team members or own bosses | 1 |
| 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 Is not properly informed of the supervisory legal roles and responsibilities | 1 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Holds high ethical standards that are apparent through all the work delivered Always eager to obtain constructive feedback that ensures better performance in all the tasks | 2 |
| 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. | Display sound judgment when deciding on alternatives and choices for performance Avoids personal confrontations in the workplace while looking for workable solutions | 2 |
| PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others. | Does not acknowledge responsibility for failures and mistakes and always blames others when things don't turn out as expected Does not observe punctuality; always gets to work late and misses important meetings and appointments with team members and clients | 1 |
| 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 Is not able to communicate properly, own understanding of the tasks or projects and the desired results | 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 Sets tight deadlines just to show off or please others but not to enable one to make up for tasks that may take longer than expected | 1 |
| QUALITY MANAGEMENT: Quality Management is the management approach to the long-term success through customer satisfaction that directly involves the employees in the continual improvement of the daily tasks. | Does not check own work for mistakes before submitting thus often delivers poor quality work Gets regular feedback from customers on products or services that need improvement but does nothing about it | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| ORGANIZED WORKPLACE: Do you feel that you follow all the rules and regulations to the letter? Do you feel the rules, procedures, and protocols of the company are relevant to having an organized workplace? | [employee comments] |
| URGENCY: Can you be willing to handle other duties that are not in your job description? Is there a time you had to delegate tasks to your colleagues when it required urgency? | [employee comments] |
| KNOWLEDGE OF JOB: In your opinion, do you think knowledge of your area of responsibility had benefited your company in any way? If yes, how? What is the most difficult and challenging thing about your job? How do you handle it? | [employee comments] |
| SUPERVISORY SKILLS: Do you develop an action-oriented plan to improve competence and impact in the workplace? Do you favor some of the workers in your supervisory duties? | [employee comments] |
| INITIATIVE: Do you have to be told what to do or you take the lead? How well do you handle work pressure, deadlines, and coworkers? | [employee comments] |
| ORIENTATION TO WORK: Do you deliver your work within the set deadlines or are you always making excuses? How well do you relate to your co-workers and management? | [employee comments] |
| PERSONAL ACCOUNTABILITY: What steps have you taken to improve your effectiveness in the company, workgroup and your career? Describe a time when you had to admit to your supervisor that you had made a mistake. What happened? | [employee comments] |
| RESULTS ORIENTATION: Describe a time when you have been very successful in accomplishing your goals. What made this possible? Describe a project/goal that required you to pay attention to detail. How did you go about accomplishing it? | [employee comments] |
| DEADLINES - ON TIME: How do you handle distractions and interruptions at work? Is there a time when you were distracted when doing an important task? What did you do? What are some of the tools that you have used to prioritize your tasks? How has this helped meet your deadlines? | [employee comments] |
| QUALITY MANAGEMENT: How have you made sure to deliver quality work even when working under pressure? What motivates you to produce quality work constantly? Describe a time when you have been rewarded for consistently producing quality work. | [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: |