Use this step by step explanation to craft a good employee performance feedback review for a benefits coordinator. Find the right words with quality phrases.
A benefits coordinator is tasked with the primary responsibility for handling and managing of employees? benefits plan. In most cases, he/she will provide the communication link between the employees and their providers comprising of insurance and retirement benefits as well as ensure that the employees get the right understanding of their benefits packages offered to them by their benefits providers.
Besides that, he/she will also get to perform other functions like; giving benefits training to current and new employees, handling queries on benefits plan from the employees, participating in negotiation of collective bargaining agreements, maintaining employees? benefits data and information and makes them available when needed and advising employees on the best saving plans and programs that will suit their needs.
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 |
|---|---|---|
| PUBLIC SPEAKING: Public Speaking though closely related to presenting differs in that it is the process of performing a speech before a live audience with the purpose of informing, persuading or entertaining. | Shows a great sense of humor and uses it well to grasp the attention of the audience. Listens to other speakers and tries to learn new ways to improve further. | 3 |
| COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others. | Lets everyone find their strength and work to contribute to the common goal, rather than trying to do everything Regularly exchanges feedback with group members in order to help them know their strong areas and work on areas that need improvement | 3 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Treats every suggestion or request from any staff or management equally Creates an environment of open communication and trust among the employees and management | 3 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Unstoppable by any obstacles, pressures and demands that would justifiably derail others Demands reliability from others especially when working as a team | 3 |
| ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values. | Highly regarded as entirely credible by all who work together Has made significant changes in policies and programs to eliminate unfair treatment | 3 |
| EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched. | Holds off all communication; never replies to conversations or makes decisions while angry Knows how to handle emotions at the moment rather than suppressing them | 3 |
| EMOTIONAL INTELLIGENCE: Emotional Intelligence is the capability to identify your emotions, understand what they are telling me and realize how the feelings are affecting you and the people around you. | Comfortably walks in someone else's shoe and craves understanding of other colleagues easily Is effective at persuading and convincing colleagues especially when the stakes are high | 3 |
| PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results. | Finds meaning and passion behind the mission one is pursuing in order to stay focused Establishes a periodic check-in halfway between the goals in order to determine whether one has done enough or needs to adjust the timeline | 2 |
| GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time. | Plans and measures each team member's contribution to the set goals when goal attainment requires team effort Seeks support from the top management in clarifying goals, overcoming goal-related problems, or freeing up resources | 3 |
| 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. | Follows the required procedure, policies, security, and safety measures when using various equipment at work Reviews tasks and projects to make sure that they are concise, clear, and accurate before submitting | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PUBLIC SPEAKING: What was your favorite talk and how did it rate among your audience? How well do you manage your nervousness and tension before you give a talk? | [employee comments] |
| COLLABORATING WITH OTHERS: Can you give the best example of a time when you worked cooperatively as a team member to complete an important task? Is there a time when you have had to work with a team that did not get along? What did you do? | [employee comments] |
| TEAM BUILDING: Do you cooperate with others in your group to lead, follow, contribute, advice or you just watch? How effectively did you work together with others on this project? | [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: Can you be trusted in all you do and say to be honest? Do you provide honest feedback when asked to give any? | [employee comments] |
| EMOTION MANAGEMENT: Is there a time you made a hasty business decision that you ultimately regretted? What was the outcome? Can you think of a time when you got depressed because you felt the workplace was not a good fit for you? How did you cope with that? | [employee comments] |
| EMOTIONAL INTELLIGENCE: What is your greatest strength? How do you make sure your colleagues benefit from your greatest strength? Can you describe a time when understanding your colleague's perspective helped you resolve an issue or accomplish a task? | [employee comments] |
| PERSONAL COMMITMENT: Sometimes you have to sacrifice some things in life in order to get what you want. What are some of the things you have sacrificed in the past in order to accomplish your goals? When is the last time you took a project that demanded a lot of personal commitment? What did you do to remain committed to accomplishing it? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: What is one of the major goals that you have set for yourself recently? How are you planning to achieve it? Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do? | [employee comments] |
| MANAGING DETAILS: How would you deal with a team member who is super detail oriented, that he/she always slows the team down? How have you helped your team members improve their ability to manage details? How has this improved the overall productivity of 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: |