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

A Business Operations Support Specialist is responsible for using different skills to help the company like accounting, scheduling, bookkeeping, etc.

The primary duties of this position include resolving operational problems within the defined schedules and service legal agreements, monitoring the system operations and troubleshoot problems, assisting in budget preparation and resource allocation for support services, installing, supporting and maintaining a network and system tools, developing preventive measures and documenting issue resolution procedures, handling escalated issues and following up outstanding issues promptly, addressing customer issues quickly and accurately, developing support plan to prioritize and resolve multiple issues, contributing to business meetings and reporting on issue status, managing job schedule tool and monitoring repair activities.

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

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 yet have enough knowledge about the company products.

Does not listen to the customers well, which ends up to misunderstandings.

1

TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system.

Exhibits good knowledge of the equipment interface and uses it well in troubleshooting.

Tries to seek assistance on issues that are difficult to handle.

2

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.

Is not clear when setting roles and responsibilities for the team thus team members end up getting confused on who is doing what

Does not persuade others to act in the best interests of customers, colleagues and other teams within the company

1

PHYSICAL ABILITIES: Physical Abilities is the ability of one's strengths and limitations that are also known as the individual resources to perform well at the tasks given.

Does not hold good knowledge of the machines or equipment to be operated

Is not willing to do anything physical without others working on it

1

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Dresses well, maintains a good posture and makes eye contact when having a conversation with others in order to give the impression that one is in control

Looks for online courses and attends seminars in order to grow capabilities to counteract any feelings of inadequacy

2

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Figures out ways to know if one is right about a certain observation on a person's behavior in order to avoid drawing false conclusions

Frequently checks in on employees in their own offices or departments at an unscheduled time

2

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Criticizes team members who fail to achieve their goals instead of working closely with them and trying to find out where the problem is

Shows the unwillingness to seek help when one does not understand the goals or is facing problems with the goals

1

BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times.

Treats others unfairly and plays favorites, which often leads to formal complaints

Does not show willingness to obtain further training focused on the importance of equity and fairness

1

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Constantly fails to employ the best practices and standards when scheduling projects

Makes little effort to create effective and reliable project schedules

1

ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business.

Does not understand how to work with graphical information and does not know how to use graphical software

Possesses little understanding about the reliable data collection techniques and ends up analyzing inaccurate data

1

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Have you ever anticipated an adverse reaction from a customer? Which measures did you take?

What do you understand by excellent customer service? Explain a time when you offered it.

[employee comments]
TROUBLESHOOTING:

How well do you consider the possible alternatives before solving a problem?

Give an instance you handled a task with so much uneasiness and a restless mind and what was the outcome?

[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?

Some people prefer working alone while other prefer working as a team. What do you prefer and why?

[employee comments]
PHYSICAL ABILITIES:

Are you willing to help out in tasks that require manual strength

Do you communicate effectively to ensure adequate use of equipment or machines?

[employee comments]
SELF CONFIDENCE:

Is there a time you interjected a different side of an issue or a different point of view? How did you go about it?

Is there a time you had to lead other employees in a certain direction, but you had some doubts? What did you do?

[employee comments]
MONITORING OTHERS:

What techniques have you used to monitor employees? Describe how monitoring others have helped improve your company's productivity

Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Describe one of the greatest accomplishment in your career life. What are some of the challenges you faced along the way?

Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do?

[employee comments]
BUSINESS ETHICS:

How do you avoid temptations to use dishonest data, figures, and facts to support conclusions?

Were there any times where you got awarded for displaying consistent honesty and integrity?

[employee comments]
SCHEDULING:

Have you ever failed to add contingency time when scheduling and how did you correct the mistake?

How often do you balance work and life and how often do you schedule time for non-work related activities?

[employee comments]
ANALYTICAL SKILLS:

What is the most complex analytical task you have ever undertaken?

How often do you encourage others to use appropriate oral and written communication skills when sharing an analysis?

[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: