Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a security command center operator. Find the right words with quality phrases.

A Security Command Center Operator is tasked with the primary role of responding and assisting security personnel in responding and reporting emergency and non-emergency occurrences to the security command center. He/she will also get to monitor multiple security systems to ensure the safety of persons and property at all times as well as detecting situations that are unfavorable and sending security personnel.

Besides that he/she will: provide continuous information updates when needed ensuring that all incidents are resolved to completion, ensure that all channels of communication are open, ensure that all incidents are handled professionally as well as monitoring security in the premises in areas such as the perimeter of the building, sensitive areas, exterior doors.

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

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Waits until one is already in the middle of a task to decide what else one needs to accomplish

Does not ask for help or advice from colleagues when one is stuck thus wastes valuable time trying to figure things out

1

SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds.

Asks other employees for suggestions and ideas about improving safety in the workplace

Regularly checks all tools and equipment in order to make sure that they are well maintained and safe to use

2

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Makes a strategy a once a year activity instead of an ongoing conversation and does not care to monitor the already implemented strategies

Selects the wrong people for strategic planning instead of people who are able to analyze the current company's state and develop achievable future states

1

PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done.

Spend hours looking for items that should take seconds to find

Establishes unrealistic plans that cannot work for anybody in the organization

1

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

When given a choice always opts for the reputable one ensuring discipline is highly maintained

Builds an environment of dependability and trust around the workplace

2

ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you.

Always concentrates on own work thus it becomes easier to ignore challenges and obstacles in the workplace

Derives strength and inspiration from role models and tries to emulate them in order to achieve personal goals

2

PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish.

Is unwilling to resume responsibilities outside of one's own job description

Wastes plenty of time doing things that are not important to the company and fails to work on what is important

1

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Thinks that one is perfect in persuasion and therefore fails to hone own skills instead of looking at areas where one needs to improve

Gets angry or upset when the person one is persuading refuses to buy one's idea or solution to a problem

1

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.

Takes too much time to get the job done thus delays output or produces less number of works

Allows oneself to be caught up in office gossip or chit-chat instead of concentrating on the assigned task and producing correct and quality work

1

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Jumps from one task to the other instead of concentrating on a single activity at a time

Has trouble meeting tight deadlines and does not pay attention to the needs of other employees waiting for own work

1

Self Evaluation

Self Evaluation Question

Employee Comments

MULTI-TASKING:

What system do you use to keep track of multiple projects? How has this helped you meet deadlines?

Are there times when you have been interrupted while multi-tasking? What happened? What have you done to reduce or avoid interruptions?

[employee comments]
SAFETY AT WORK:

How often do you organize safety training programs for your employees? How has this helped the employees and the company at large?

Can you describe a time when you missed an incident of serious negligence? What happened?

[employee comments]
STRATEGIC PLANNING:

What are the steps and methods you have used to define a vision for your position or department?

Describe a time when you have cooperated in the planning of a project. What was your role?

[employee comments]
PLANNING AND SCHEDULING:

Do you have all the tools to help you plan and schedule the company's affairs?

What help do you require to become better in your planning?

[employee comments]
DEPENDABILITY:

Are you available when you need to complete a task or handle a difficult customer?

Are your work results and your reliability in harmony and dos your record show that?

[employee comments]
ENTHUSIASM:

Think of a time you had an idea and you got other employees to follow you. What was the idea?

Can you think of a time when you sought a colleague's idea or opinion when working on a new project?

[employee comments]
PERSONAL DRIVE:

What personal and career goals have you set for yourself? What are you doing to make sure that these goals are accomplished?

Can you think of a time when the events or actions of a colleague adversely affected your personal drive? How did you cope with that?

[employee comments]
PERSUADING OTHERS:

When selling an idea, it is sometimes useful for one to use real-life stories. Can you give an example of a time when you were able to do that? What was the outcome?

Can you describe a time when you have had to convince a difficult colleague to accept your idea?

[employee comments]
MANAGING DETAILS:

Describe a project that demanded accuracy from you. How did you go about it and what are some of the challenges you faced?

If a project is not due for several weeks, when do think it's the best time to start working on it and why?

[employee comments]
QUANTITY OF WORK:

Describe how you schedule tasks in a normal work day. What kind of tasks do you reserve for when you are most productive?

Describe a training program that you have enhanced or developed to improve the quantity of work produced by your team. How has this benefited the team?

[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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