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

A Regional Command Center Operator is responsible for managing security in a particular region. He/she is tasked with accessing control systems and video surveillance, receiving emergency and non-emergency calls as well as coordinating response efforts. Additionally, he/she will produce incident reports for investigative purposes and provide security managers with information from the sensitive security databases.

He/she will also get to handle the following duties: dispatching first responders, creating accurate communication logs, reporting incidents as and when they happen, provide situational awareness of security issues that are currently happening, provide the security managers with situation updates, monitor the location and status of the security personnel at all times and generate security relevant information for the organization or public.

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

TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback.

Not always willing to help if needed and drags the team from going forwards.

Shows reluctance when it comes to undertaking various activities with the team.

1

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.

Makes a list of things one need to refer to often and puts it next to one's computer for quick access

Pauses tasks at natural points, such as the end of a page, and does what one needs to, to remind oneself to resume

2

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.

Is afraid to report any suspicious or unusual behavior, with an employee, that could become a safety hazard

Does not post safety signs thus employees keep on forgetting about the everyday risks inherent in their jobs

1

DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome.

Is not able to let go; fears that no one else has the ability or the skills necessary to execute the work effectively

Does not take the time to match the skills of the person handling the task to the task that needs to be done thus ends up assigning the task to the wrong person

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.

Uses a highly efficient organizing system to develop strategies without losing sight of the goal

Develops new scheduling plans and systems that are workable to organize work

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

Identifies the worthy steps and takes them in executing all the tasks given

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.

Finds it difficult to trust other employees, thus, is not able to influence positive change in the workplace

Always complains and grumbles whenever there is a team meeting

1

EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Is not honest when evaluating people's work; gives credit to people who don't deserve it and denies those who really deserve it

Uses judgment phrases such as "that was the wrong thing to do", or "good leaders don't", when evaluating people

1

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.

Does not show interest in learning new things or attending courses that enhance one's professional and personal development

Gets frustrated when a project fails to meet expectations and does not show willingness to try again

1

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

Gains power by undermining the position of the person one is trying to persuade making them feel less important during the meeting

Does not take the time to find out what the other person really needs before starting the persuasion process

1

Self Evaluation

Self Evaluation Question

Employee Comments

TEAMWORK SKILLS:

Do you make your voice heard on team issues, or you allow others to come up with the ideas?

Give an instance you helped your team members to finish their tasks before the deadline?

[employee comments]
MULTI-TASKING:

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

What are some of the ways and techniques that you have found to make handling of multiple tasks easier and more effective?

[employee comments]
SAFETY AT WORK:

How do you set your company's safety rules? How do you make sure that every employee follows these rules?

Can you give an example of a time when you had to stop an important process due to the danger of imminent accidents?

[employee comments]
DELEGATION:

What are some of the techniques or methods you have used to ensure effective delegation?

How do you make a decision to delegate work? How do you choose the appropriate employee to handle a certain task?

[employee comments]
PLANNING AND SCHEDULING:

Are there any new goals or responsibilities that you have assumed since your last evaluation?

How have you been of help to others in accomplishing goals within the set time?

[employee comments]
DEPENDABILITY:

Do you give excuses instead of doing what is right?

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

[employee comments]
ENTHUSIASM:

Are there times you have not achieved something that you set out to do? How did you feel about that?

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

[employee comments]
EVALUATING OTHERS:

How do you prepare for an evaluation process? How do you make sure that a person knows exactly what you are looking for?

How do you think a company benefits from regularly evaluating its employees?

[employee comments]
PERSONAL DRIVE:

Is there a time when you have received an award from the company? What was the award? Why did you receive the award?

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:

Describe a time when you have used persuasion to convince someone to see things your way. What tips did you use?

Can you describe a time when you have successfully influenced your team members to embrace change? How did you go about it?

[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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