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

A Media Operations Technician is responsible for setting up and maintaining the audio-visual and computer media equipment in business and broadcasting stations.

Essential functions of this position include daily configuration, testing, and preparation of the screening room, routing of real time codecs as needed for remote dailies, operating polished, professional presentations to company clients and visitors, perform audits and inventory of the tape vault, collaborate with the engineering to maintain systems and minimize downtime, performing quality control of all media deliveries, performing media file operations including copying, encoding, transcoding and exporting as assigned, collaborating with stakeholders to determine the project specific media workflows.

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.

Does not exhibit calmness and soberness when working under pressure.

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.

Always focused when handling a particular task and ensures there is less distraction around.

2

TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback.

Does not offer concrete solutions and ideas that will help the group in the long run.

Takes credit for work done by others and does not appreciate what others have done.

1

FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large.

Goes absent without official leave; disappears for days without any explanation to the group members

Allows simple and non-descriptive answers during discussions which discourages members participation

1

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Asks one's boss for more responsibilities in order to broaden one's skill set and keep one stimulated and motivated to work

Makes realistic lists for the day in order to increase motivation to accomplish goals and gain momentum from crossing things off the list once they are complete

2

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Delivers negative feedback in a tactful and assertive manner yet in a straightforward way

Makes sure that the employee one is giving feedback is comfortable with it and is able to apply it practically to become more productive at work

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.

Always has a hard time understanding what the results should be and keeps questioning the management

Always talks about others creating an environment that is not trustworthy

1

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Expresses own frustrations with anger instead of taking some time to breathe deeply and finding something positive about the situation

Jumps into the issues or matters of other employees in order to "spread the fire" but not to rescue them

1

RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly.

Does not keep employees motivated by recognizing their hard work thus experiences a high employee turnover

Is reluctant to use tools that allow teams to collaborate and improve their productivity as well as that of the company

1

MECHANICAL SKILLS: Mechanical Skills are the abilities to solve problems that arise in the workplace, although it may vary from one company to another.

Lacks analytical skills and is always unable to solve most problems brought by clients

Demonstrates little understanding of how to use computer aided design technologies when converting design information into workable drawings

1

Self Evaluation

Self Evaluation Question

Employee Comments

ORGANIZED WORKPLACE:

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

How can you rate the general work morale? Are people in good spirits when discharging their roles?

[employee comments]
URGENCY:

How well do you prioritize and handle any work assigned to you?

Have ever been late in submitting tasks and projects and what lessons did you learn?

[employee comments]
TEAMWORK SKILLS:

Give an example where you helped diffuse team tensions when there was an issue?

Do you always have a tendency of blaming others for the mistakes made?

[employee comments]
FACILITATION:

What methods of communication have you used to pass information to group members?

How do you encourage group members to stay motivated when there is work pressure?

[employee comments]
MOTIVATING OTHERS:

What are some of the projects or tasks you have tackled without being asked or supervised? How did you push through difficulties?

What is the biggest goal you have ever accomplished? Why do you consider it the biggest? Describe the problems you faced, if any

[employee comments]
GIVING FEEDBACK:

How often do you discuss a person's performance with him/her? Give a specific example

How do you deliver negative feedback without hurting the feelings of other employees?

[employee comments]
ORIENTATION TO WORK:

How well do handle pressure and stress in the workplace?

Are you too hard on yourself when you make mistakes?

[employee comments]
PERSONAL RELATIONSHIPS:

Describe a time when you were successful in building a relationship with a difficult person at work. How did you go about it?

Describe a time when a colleague asked you to keep something confidential. How did you go about building this trust?

[employee comments]
RESOURCE USE:

Describe a time when your company has experienced the highest employee turnover. What was the problem? What are some of the things that you have done to prevent high employee turnover?

Describe a time when you have had to use a resource for a longer period of time than you expected? What were the consequences?

[employee comments]
MECHANICAL SKILLS:

Have you ever failed to complete a task on time? What did you do to improve?

What efforts are you making to learn more about safety requirements and legal guidelines when developing designs?

[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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