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

A communications center specialist is responsible for receiving, examining, and prioritizing emergency or non-emergency calls and deploys the relevant authorities to manage different situations. He/she retrieves and disseminates information gathered from multiple phone calls and evaluates the incoming calls including fire, medical, security calls, to gauge the best response for each of the incidents.

Other duties include finding more information concerning the reported event as well as to provide the police and other response officials with the necessary info to rescue the situation while ensuring their safety. The specialist offers the most appropriate intervention for distraught callers until they get help. Lastly, they enter the information gathered in the center's computerized system as well as processing, analyzing, and disseminating it.

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

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.

Does not educate other employees on the importance of wearing protective gear when working around dangerous machinery or working with deadly chemicals

Is never prepared; does not conduct regular alarming activities such as drills that help employees familiarize themselves with the company's escape routes

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.

Includes details and straightforward instructions in order to avoid most communication gaps and allow tasks to be executed effectively

Allows the person assigned the task to complete the task in a way he/she feels more effective for obtaining the desired objectives

2

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.

More concerned with being prepared than getting the job done

Commits to formulate plans and schedules then does not follow up on them

1

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.

Does not know how to handle disagreements and dialogues with other employees

Always complains and grumbles whenever there is a team meeting

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.

Seeks out positive colleagues and mentors when feeling down and avoids naysayers and jealous types who want to see one fail

Speaks one's mind during meetings in order to see the reactions of other employees to one's viewpoint and adjust appropriately

2

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

Observes a person to see how they respond to change:- whether they are cheerful or complaining when handling new tasks

Watches to see whether or not a person is able to remain calm and composed when facing a difficult situation or when under pressure

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.

Does not show respect and courtesy to team members, customers, and external agencies

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

1

ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal.

Often focuses on the small mistakes at work and misses out on the most important things that one needs to do

Trusts own memory to store all the commitments that one needs to meet instead of writing the commitments down in a planner or a diary

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.

Is reluctant to explain to employees the importance of producing quality work or problems that the company could face if employees continued producing low-quality work

Does not check the source of data before using it on projects thus sometimes makes serious mistakes

1

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

Does not put enough energy or attention on the assigned task and is uneven in own productivity

Sets unrealistic goals for oneself and members of the team and blames them when these goals are not accomplished or when work runs late

1

Self Evaluation

Self Evaluation Question

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?

How would you deal with an employee who does not use the protective equipment?

[employee comments]
DELEGATION:

Is there a time when you have made a terrible mistake due to poor delegation skills? What happened and how was it resolved?

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?

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

[employee comments]
ENTHUSIASM:

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

Is there a time when a task had to be completed, and you were able to focus your efforts and attention to get it done?

[employee comments]
SELF CONFIDENCE:

Is there a time you interjected a different side of an issue or a different point of view? How did you go about it?

What is one thing you do that makes you like yourself and your work?

[employee comments]
EVALUATING OTHERS:

Describe a time when you went into a performance review without preparation. How did it go?

Is there a time when you felt you did not get what you expected from your evaluation? Why? What did you do?

[employee comments]
PERSONAL DRIVE:

Describe how you demonstrate personal drive at work. What have you done to improve your personal drive?

What behaviors, workplace events or actions limit or destroy your personal drive? What do you do to get back on track?

[employee comments]
ORGANIZATIONAL SKILLS:

Give a specific example of a project you have done that perfectly describes your organizational skills. How did you go about it?

How do you differentiate tasks that bring you closer to your goals from those that don't add value to your goals? How do you treat both tasks?

[employee comments]
QUALITY OF WORK:

How often have you produced low-quality work? What has prevented you from producing high-quality work?

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]
QUANTITY OF WORK:

Describe a big change that occurred in a project you were working on. How did you take advantage of this change to improve your productivity?

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: