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

An Operations Servicing Specialist is accountable for providing administrative support along with clerical tasks that aid the daily business operations of an organization.

The responsibilities for this position include keeping the business running smoothly, resolving customer issues, filling orders and inspecting merchandise, preparing sales reports, ordering supplies, ensuring maintenance projects are completed on time, providing upper management with insights that increase productivity, training employees, performing bookkeeping duties, ensuring day to day activities are run well, confirming company policies and regulations are observed and not overlooked in any process, reporting the daily progress to the management, staying up to date with the current change.

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.

Finds it difficult to deal with customers who are overly demanding and always passes them on to the manager.

Takes a lot of time handling an issue with a customer, which includes too high average time per call.

1

ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team.

Demonstrates a good ability to a make sound administrative decisions with fairness.

Always seeks to improve and improvise the effectiveness and efficiency of administrative tasks.

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.

Views the "feedback meeting" as an opportunity to vent, rather than a time to discuss a specific issue and help the person improve in the future

Always tells employees what they are doing wrong which makes them assume that they are not a good fit for the job

1

PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions.

Is not open or approachable to employees leaving them not helped

Has abysmal listening skills that do not care what the employees are saying

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.

Successfully finds new effective ways to perform difficult tasks that nobody wants to handle

Is not scared to make periodic mistakes or take calculated risks

2

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Able to challenge bias, stereotyping and intolerance, and creates an atmosphere that is respectful towards everyone

Maintains an eye contact when having a conversation with a colleague and does not let one's own gaze drift all over the place

2

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Falls into the trap of worrying too much about what others will say or think about one's ideas and lets that paralyze one from taking action

Assumes that one already knows something and thus does not take the time actually to learn it

1

SELF-DISCIPLINE AND SENSE OF DUTY: Self-Discipline and Sense of Duty is an active effort which helps in developing set ways for your thoughts, actions, and habits empowering your to stick to your decisions.

Uses own position and power at work to disrespect and mistreat other employees

Allows oneself to be distracted by family issues at work thus lacks morale or motivation needed to accomplish own tasks

1

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Does not allow enough time for tasks which makes one feel overwhelmed and increases chances of errors

Delegates tasks to team members without considering their skills, strengths, or weaknesses

1

WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company.

Hardly conveys information and ideas in an appropriate format and language when writing technical reports and proposals

Understands very few components of writing reports and proposals and does not show interest to learn more

1

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Do you put in an extra effort and time in emergencies to ensure the needs of customers are met?

Can you describe an instance where you served an irate customer? What did you do?

[employee comments]
ADMINISTRATIVE SKILLS:

Do you think you are a good role model to your junior staff?

How well do you manage the pressures of your administrative position?

[employee comments]
GIVING FEEDBACK:

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

How do you recognize and motivate employees who have constantly demonstrated excellent performance at work?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are the goals you set achievable or do they cause work stress among the employees?

How well do you advise those who want to grow and expand their career?

[employee comments]
PHYSICAL ABILITIES:

Has the company provided all the protective gear required to handle such tasks?

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

[employee comments]
EMPATHY:

How can you tell that a colleague needs help? What steps would you go through to provide comfort?

What is one thing you wish other colleagues knew about you, but they don't?

[employee comments]
PRACTICAL THINKING:

Describe a situation that required you to think practically at work. What steps did you take to accomplish this?

Describe a time when you have had to analyze a problem and come up with possible solutions. How did you go about it?

[employee comments]
SELF-DISCIPLINE AND SENSE OF DUTY:

What are some of the challenges that you have faced when trying to accomplish your goals? Give specific examples

What would your boss or team members say about your behavior at work?

[employee comments]
QUALITY OF WORK:

Describe the most challenging task you have handled. What made it challenging and what was the quality of work produced?

Speed is important to complete work when one is under pressure. How do you make sure to work fast and maintain accuracy at the same time when working on a tight deadline?

[employee comments]
WRITING REPORTS AND PROPOSALS:

What are you doing to improve how you connect with target audience when writing reports and proposals?

Can you think of a situation you failed to use an appropriate writing style? How did you correct the mistake?

[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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