Use this step by step explanation to craft a good employee performance feedback review for a law clerk. Find the right words with quality phrases.
A law clerk main duty is to research and study legal documents to find facts related to cases. He/she finds information to assess the causes of actions regarding different legal cases, prepares documented affidavits and maintains files and case correspondence.
Other specific tasks include researching law resources to prepare court briefs or arguments after which the attorney reviews, approves, and utilizes them in the courtroom as well as assisting the attorney in reviewing petitions, and pleadings. They can also be called upon to prepare closing statements for real estate. He/she also delivers subpoenas to parties and witnesses and pleas to the other counsel.
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 |
|---|---|---|
| JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion. | Objectively assesses the facts, in sensitive situations, in order to arrive at a balanced and fair judgment Facilitates a brainstorming session in order to generate possible names for a new product in the company | 3 |
| KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity. | Looks for new ways and ideas to improve a task one has been assigned, or a project one is working on Does own job well regardless of how tedious or difficult it is and asks questions where one needs clarification | 3 |
| 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. | Looks for useful information that the employees need and that which will help them become more successful in their work Avoids focusing on feedback as either negative or positive in order to not interfere with one's ability to put important points across | 3 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Postpones major work changes such as new projects or changing departments when feeling stressed or anxious Does not over commit or offer to take on projects when one does not realistically have enough time | 3 |
| REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live. | Breaks a goal down into milestones in order to help make a plan for achieving it later on Determines things that might happen outside own control, which could make it harder to achieve the goals | 3 |
| RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly. | Develops a skills library associated with the available resources in order to make sure that one has the necessary capabilities when building a team to work on own projects Includes contingency plans in a resource management strategy to allow for a "plan B" in the event of unexpected changes | 3 |
| BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world. | Employs active listening techniques, makes good eye contacts, and pays special attention to speakers Sends a special thank-you note to everyone, responds to all messages, and calls back immediately | 3 |
| RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business. | Looks for alternatives to accepted or common methods and solutions Shows willingness to learn more about statistical analysis techniques and how to apply appropriate statistical tests | 2 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Applauded as a consummate learner by the trainers and shines in the training offered Learns new concepts quickly and applies them in completing projects and in realizing career goals | 3 |
| 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. | Excels at classifying information and structuring reports and proposals in an appropriate format Integrates primary data and secondary sources accurately, persuasively, and logically | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| JUDGMENT SKILLS: Describe a time when you had to be relatively quick in solving a problem. How did you do it? What was the outcome? Can you describe step by step, how you would brainstorm possible themes for a fundraising campaign in your company? | [employee comments] |
| KNOWLEDGE OF JOB: Is there a time when you faced a problem because you had not understood a certain concept in a project? What happened? What techniques do you use to plan your daily tasks? How effective have they been? | [employee comments] |
| GIVING FEEDBACK: How have you handled an employee whose work is not up to the company's expectations? What techniques have you used to track an employee's performance in order to give the best feedback? | [employee comments] |
| HANDLING STRESS: Can you give examples of some of the things you have done to prevent a situation from becoming too stressful for you to handle? Is there a time when your work has been criticized? How did you receive the criticism? | [employee comments] |
| REALISTIC GOAL SETTING: How do you make sure that your own goals match the company goals? What are some of the things that you have done to improve your ability to set realistic goals? | [employee comments] |
| RESOURCE USE: What factors have you considered when managing resources at work? How have you determined the best resource for a specific requirement? Explain the last time this happened | [employee comments] |
| BUSINESS ETIQUETTE: What efforts are you making to improve your dressing code? What steps do you take to ensure a conversation runs smoothly even when disagreeing with what others are saying? | [employee comments] |
| RESEARCH: What are you doing to improve your understanding of how to use data reduction and synthesis methods? How often do you break bigger issues into smaller manageable parts when faced with complex situations during research? | [employee comments] |
| TRAINING OTHERS: What efforts are you making to apply skills learnt in training session to advance your skill set and career? What efforts are you making to attend important training sessions? | [employee comments] |
| WRITING REPORTS AND PROPOSALS: What are you doing to improve how you connect with target audience when writing reports and proposals? How often do you encourage others to employ writing styles that are reader-friendly? | [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: |