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

A Broadcast Operations Engineer is liable for working with both the hardware and broadcast systems that are used across the television, radio and new media.

The principal duties of this post include ensuring programs are broadcast on time and to the highest level of quality, operating and maintaining the systems, carrying out updates and repairs, carrying out studio, set-work and post-production operations, maintaining specialist equipment for video production, broadcast and satellite transmission and interactive media, installing and testing new facilities, designing and installing customer audiovisual circuits, analyzing and repairing technical faults on equipment and systems, communicating effectively with the members of the team and other colleagues, developing and manufacturing hardware and systems.

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

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.

Sets goals but does not know how to come up with a good plan to accomplish those goals

Is not willing to share one's skills and knowledge with colleagues or team members

1

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Researches how to run an effective meeting and shares the results with the meeting convener or facilitator

Develops a vision statement that reiterates the importance of collaboration, shared values, and inclusion in the workplace

2

MANAGING REMOTE TEAMS: Managing Remote Teams is working under no physical supervision from your manager or supervisor while staying on task and communication to report on the daily progress.

Does not care about giving feedback about the job the employees are doing or listening to what they think about it

Does not advance technology and tools necessary to communicate with team members and boost their efficiency and productivity

1

APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them.

Highly inconsistent in meeting deadlines for the scheduled assessment period

Does not display an open mind when it comes to dealing with employees

1

COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner.

Looks for opportunities to practice different skills, implement new processes, take on new responsibilities and learn a new software

Knows how to empathize and sympathize with co-workers in order to build harmony and avoid conflicts in the workplace

2

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Makes and effort to create new ways that help one's own tasks get done faster, easily and more effectively

Enjoys helping other employees and considers them as partners in building something of value

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 make personal sacrifices like getting to work early or leaving late to complete a task or to handle challenging schedules, goals, and budgets

Meets company's goals but does not help other employees to do the same to improve the company's productivity

1

REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live.

Sets goals without a clear plan on how to achieve them thus loses track along the way

Surrounds oneself with people who do not have goals instead of those who aspire to do more with their life

1

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Does not take the time to analyze the company's strengths and weaknesses or come up with ways to help it grow

Creates an action plan that is hard to change or update thus gets stuck when a plan experiences an unexpected change

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

Self Evaluation

Self Evaluation Question

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?

What is the most difficult and challenging thing about your job? How do you handle it?

[employee comments]
COLLABORATING WITH OTHERS:

Can you give the best example of a time when you worked cooperatively as a team member to complete an important task?

Is there a time when you have had to work with a team that did not get along? What did you do?

[employee comments]
MANAGING REMOTE TEAMS:

What systems or applications do you use to monitor your team's work and to enable effective communication between remote employees?

How do you organize files in your computer and how do you share them with your remote workers?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

Do you encourage and motivate or do you discourage others?

Do you concentrate so much on the negative and forget the positives?

[employee comments]
COMPETITIVENESS:

What are some of the projects, tasks or activities you took part in to improve your personal skills?

Were there times you got a promotion for displaying consistent overall growth and improvement?

[employee comments]
ENJOYMENT OF THE JOB:

How do you maintain enjoyment of the job after experiencing a setback on your way to achieving your goals?

Are there times when you have helped other employees love their jobs? How did you go about it?

[employee comments]
PERSONAL ACCOUNTABILITY:

What steps have you taken to improve your effectiveness in the company, workgroup and your career?

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

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you failed to meet your goals because they were unreal? What did you do?

Is there a time when you felt that you did not have what it takes to achieve your goals? How did you deal with this?

[employee comments]
LONG RANGE PLANNING:

Describe the most recent long-range plan you have been involved in. What are some of the information you needed to start the process?

In your opinion, do you think most start-ups fail due to lack of long-range planning or due to poor management? Explain your answer

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to encourage tolerance among individuals and groups with different cultural practices?

What are you doing to encourage individuals and groups with a different cultural background to work with each other?

[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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