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

A Production Support Supervisor is responsible for coordinating and overseeing technical solutions for a variety of different types of companies and organizations.

The essential functions are discussing all production support aspects, providing technical assistance and troubleshooting issues, arranging, assigning, coordinating and monitoring shifts to have apt coverage, providing regular status reports to the management on application status and other metrics, providing additional support to existing production support procedures, developing relations with the business community and the outsourced service providers, defining and managing scope, budget, schedule and the risk throughout the projects, allocating resources to resolve problems, reporting promptly to the management and business partners regarding the critical stages until resolution.

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

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.

Not aware of all the company's rules and procedures and keeps making mistakes now and then.

Rarely ensures that things around the workplace are in order.

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 a great quality of changing tactics when something is not working.

Shows great optimism and determination to see through duties and projects.

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.

Does not show the willingness to improve own professional skills through training or by taking online courses

Does not show the willingness to volunteer for projects, participate in hosting events or be part of work groups

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.

Fails to handle both personal and workplace conflict according to the company's policies

Ignores confrontations and overlooks mistakes leading to a dissatisfied workforce

1

FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance.

Adapts well to changing schedules and help others calm down in times of stress

Knows how to remain calm and composed under the stressful situations

2

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Always goes above and beyond the job description and duties to satisfy the customers

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.

Regularly needs administration input in regards to the results or end goals of tasks assigned

Sticks to the company's policies without thinking outside the box

1

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Does not make personal sacrifices like getting to work early or leaving late to complete a task or to handle challenging schedules, goals, and budgets

Lacks confidentiality thus is not entrusted with sensitive information either by the manager or other employees

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.

Allows oneself to feel overwhelmed with the thought of completing a large project instead of breaking the project down into smaller, manageable tasks

Takes on too many tasks, which often leads to low morale, stress or poor performance

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.

Shows the unwillingness to monitor the quality of the products and services as well or that of the production process

Does not monitor the progress of projects against the milestones or quality standards that have been agreed on

1

Self Evaluation

Self Evaluation Question

Employee Comments

ORGANIZED WORKPLACE:

Are you are reliable workmate? If yes, what have you done to show that?

Is there teamwork in the organization? How do teams perform when assigned tasks and projects to handle?

[employee comments]
URGENCY:

Is there a time you had been called to help in other urgent tasks?

How can you rate your level of response when it comes to handling work issues with urgency?

[employee comments]
KNOWLEDGE OF JOB:

How have you improved your knowledge of the job? In what ways have you helped other employees improve their knowledge of the job?

Think of a time when you were assigned a very sensitive task. How did you gather all the required information to perform the task?

[employee comments]
SUPERVISORY SKILLS:

Have you discovered your strengths and identified areas that need improvement?

Do you favor some of the workers in your supervisory duties?

[employee comments]
FLEXIBILITY:

Do you execute tasks promptly or are you always late?

Do you handle all tasks with the seriousness they deserve do you take some for granted?

[employee comments]
INITIATIVE:

Are you creative enough to come up with decisions for hard tasks?

Do you accept responsibility quickly without passing on the blame?

[employee comments]
ORIENTATION TO WORK:

Do you deliver your work within the set deadlines or are you always making excuses?

How do you deal with office confrontation and do you feel justice has been served right?

[employee comments]
PERSONAL ACCOUNTABILITY:

Can you describe a day when your supervisor was absent, and you had to make tough decisions? What are some of the decisions you made?

Would you rather design procedures and plans or implement/manage them? Why?

[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 things that you include in your to-do lists to make them effective? How has this helped you meet your deadlines?

[employee comments]
QUALITY MANAGEMENT:

Describe a specific time when you have had to deal with a team member who constantly produced substandard work. How did you go about it?

What motivates you to produce quality work constantly? Describe a time when you have been rewarded for consistently producing quality work.

[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: