Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a computer operator. Find the right words with quality phrases.
A computer operator provides data through operating a computer by taking care of all the computer activities from inputting to output and also assists users to start computers and run different commands. He/she prepares equipment for use by ascertaining that computer hardware and software works effectively.
Other duties associated with the position include determining the sequence of computer operations and initiating commands in computers as well as ensuring that the computers run continuously by identifying and resolving errors in real-time. He/she is responsible for documenting inventory to determine the required computer supplies. Lastly, he/she responds to user's needs and requests while maintaining their information confidential.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
| VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business. | Knows audience well enough and uses the correct language and terms that will suit them perfectly. Shows great eloquence when it comes to delivering speeches and talks. | 2 |
| ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws. | Does tasks and assignments while in a busy and chaotic environment. Always compromises on quality by not following the required standard procedures. | 1 |
| 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 Waits for something to snowball into a bigger deal instead of addressing it as soon as it happens | 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. | Gives incentives programs that are very efficient and well organized Consistently encourages the employees to develop and grow their skills to become better | 2 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Displays exemplary behavior in every aspect of the work given Uses the promises made as the bond, always sticking by them | 2 |
| ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values. | Treats the causes of unfair treatment with prejudice and favoritism Unconcerned of how unfair treatment often affects the coworkers in belittling them | 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. | Avoids the hardest assignments instead of trying to complete them first so that the rest of the day is easy Does not keep track of own performance thus fails to know when one needs to reward oneself for job well done or when one needs to improve certain areas | 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. | Demonstrates weak oral and written communication skills when sharing an analysis with others Does not show willingness to learn how to use critical thinking skills when evaluating information | 1 |
| DATA ENTRY: Data Entry is a skill to key in information from various sources as directed by the management while keeping to the policies and procedures of the company and ensuring they are accurate. | Demonstrates a negative working attitude and does not pay attention to detail Makes little effort to improve spelling, punctuation and grammar when typing data | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CUSTOMER ORIENTED: Explain a situation where you went an extra mile to serve a customer. What did you do? Is there a time you understood a customer's circumstances quickly? What did you do? | [employee comments] |
| VERBAL COMMUNICATION: How well can you rate your verbal skills and what are you doing to improve? How do you aim to improve your verbal communication skills to be the best in it? | [employee comments] |
| ACCURACY: Do you normally have a checklist or a guide before you start doing any given task? Do you give other people your work to proofread again before presenting it? | [employee comments] |
| GIVING FEEDBACK: Describe a time when you have had to deal with an employee who was not happy about the feedback you had given. How did you handle the situation? What techniques have you used to track an employee's performance in order to give the best feedback? | [employee comments] |
| PARTICIPATIVE MANAGEMENT: Are the goals you set achievable or do they cause work stress among the employees? Are you a fountain of energy and comfort to demoralized employees? | [employee comments] |
| DEPENDABILITY: Are you available when you need to complete a task or handle a difficult customer? Are you a loyal person that your coworkers and management can rely on? | [employee comments] |
| ETHICAL BEHAVIOR: Have you acquired a relationship of trust with other co-workers and management? Do you give honor where it's due or do you withhold it from those who have done well? | [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] |
| ANALYTICAL SKILLS: What steps do you follow when studying a problem before making a final conclusion How often do you encourage others to think outside the box when trying to solve a problem? | [employee comments] |
| DATA ENTRY: What efforts are you making to improve your ability to do repetitive tasks for long periods of time? Have you ever failed to meet a tight deadline? What efforts did you make to improve? | [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: |