Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an office operations associate. Find the right words with quality phrases.
An Office Operations Associate is responsible for assisting the operations manager in completing clerical and administrative tasks related to the functionality of the organization.
Specific duties for this post include placing supply and inventory orders, ensuring all the orders are accurate ad precise, ensuring goods are delivered in perfect condition, sourcing and screening candidates for a new position, assisting in the new hire onboarding process in the company, answering any questions the new hire may have, assisting in creating employee schedules, helping the operations manager implement the business standards of procedure, ensuring compliance with the company's standards, policies, rules, and regulations.
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 |
|---|---|---|
| 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 |
| INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work. | Steps back after giving the advice in order to allow others to make their own decisions or discuss important issues Takes on more work than one needs to and helps other employees with their work when one can | 2 |
| MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives. | Constantly watches, tracks and admonishes employees for every slight failing thus makes them feel as if they are not trusted Leaves employees in the dark instead of developing realistic and attainable goals that guide them to achieving the company's vision | 1 |
| PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace. | Does not understand how to execute tasks that are based on the level of training provided Has not made a serious personal commitment to be an active part of the company | 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 |
| MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked. | Asks own bosses for regular performance feedback or suggestions for improving own efficiency and productivity Works closely with other employees to encourage them to maintain high-quality standards in their work | 2 |
| QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer. | Puts off important assignments for easier projects instead of prioritizing and completing the most urgent assignments first Regards productivity as other employees' concern; does not offer suggestions to increase the amount of work one produces | 1 |
| RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly. | Uses the company resources for unnecessary ventures rather than for ventures that increase its productivity Solves the current problem but does not gather the necessary resources to prevent the problem from happening again in the future | 1 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Hardly updates the list of activities and does not make efforts to track project schedules Shows unwillingness to work steadily towards both career and personal goals | 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 Does not show willingness to learn how to use critical thinking skills when evaluating information | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CUSTOMER ORIENTED: Do you actively solicit feedback from customers to determine their concerns and needs? Explain how. Is there a time you understood a customer's circumstances quickly? What did you do? | [employee comments] |
| INSPIRING OTHERS: What have you done to make other employees feel cared for and to earn trust from them? Is there a time when you have had difficulties getting a colleague to accept your advice? What was your approach? | [employee comments] |
| MANAGING AT TEAM: Have you ever been appointed to manage a team? If yes, describe the role you played in the team's success Can you describe a time when you have taken a management role when you did not have the title of a manager? What happened? | [employee comments] |
| PERSONAL GROWTH: Do you consider the requirements carefully before handling any task? Are you personally aware of areas you need to change? | [employee comments] |
| SELF CONFIDENCE: Can you describe a time you thought you were going to fail in a task? What did you do to succeed? 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] |
| MANAGING DETAILS: How do you manage distractions at work? Describe a time when a project or task you were working on faced a major distraction Describe a time when you have had to multitask. How did you organize your tasks to make sure that you didn't miss any of them? | [employee comments] |
| QUANTITY OF WORK: What are some of the skills you have acquired to improve your productivity at work? What do you think can be done differently to improve the overall productivity of your company? | [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? How have you ensured a fair and balanced resource allocation when planning your projects or tasks? | [employee comments] |
| SCHEDULING: Have you ever failed to add contingency time when scheduling and how did you correct the mistake? How often do you encourage others to work steadily towards both career and personal goals? | [employee comments] |
| ANALYTICAL SKILLS: Can you recall any problem you solved that required analyzing complex and large volumes of data? What efforts are you making to search for the best sources of information? | [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: |