Use this step by step explanation to craft a good employee performance feedback review for a director of social services. Find the right words with quality phrases.

A director of social services works as the overall overseer of the community services in various settings. He/she monitors and coordinates the staff to ensure that they are performing their duties depending on the policies and the existing social work regulations.

Besides, overseeing community services, the director coordinates the process of identifying community needs as well as delegating duties to the staff based on the identified needs and service gaps. In addition, he/she sets budgets and searches for more funds and is also responsible for evaluating the performance of the staff in the department of social services. Lastly, he /she participates in the quality assurance committees.

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

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

Share achievements of the projects with the rest of the team

3

ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong.

Expresses negative thoughts, feelings, and emotions in a healthy and positive manner

Refrains from criticizing and judging others' ideas in a way that shows insensitivity

3

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Is highly organized; plans effectively in order to avoid confusion when running different projects or performing tasks

Accurately analyzes and prioritizes details and catches details missed by other colleagues

3

COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization.

Believes in the company's ultimate vision and is willing to push through brief rough patches in order to achieve goals

Shows high attendance and low absenteeism at work, functions, and meetings

3

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Enjoys attending meetings; likes being at the center of challenging and thoughtful discussions that lead to decisions, initiatives and changes

Leaves work with items on one's to-do list and is excited about tackling the items the following day

3

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

Looks at a person's ability to learn from their past experiences and use that learning on new situations at work

Looks at a person's ability to take ownership of assigned tasks and figure out ways to get things done

3

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Does not dismiss the importance of one's own responsibilities in the company, and the connection between one's job and customers' perception

Presents oneself as a polished employee who exemplifies credibility and success and inspires other employees to be more professional

2

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

Strives to understand before being understood; thinks about what the other person wants and how they would want to be persuaded for a particular work or situation

Uses both verbal and non-verbal persuasion skills; uses open, encouraging body language, not defensive or closed

3

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Develops alternative visions of the company and works closely with the management team to choose the most compelling company vision

Reviews the long-term plans at least once a year to make sure that they reflect changes in the company's markets and its position

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.

Achieves accuracy and thoroughness when accomplishing a task and takes the time to understand all the areas involved

Avoids distractions such as regularly checking emails and voicemail or surfing the internet in order to maintain focus and increase efficiency

3

Self Evaluation

Self Evaluation Question

Employee Comments

TEAM BUILDING:

Should you take a more active role and contribute more to your future teamwork?

How effectively did you work together with others on this project?

[employee comments]
ASSERTIVENESS:

Is there a time you had to speak up in order to be sure that other people knew what felt or thought?

Have you ever been in a situation where you were motivated to question your employer's decision?

[employee comments]
ATTENTION TO DETAIL:

Have you been in a situation where you had an option to leave the details to others or take care of the details yourself? What did you do?

Are there times you have had difficult experiences working with details at work? How did you go about that?

[employee comments]
COMMITMENT TO THE JOB:

Are there instances in which you anticipated problems, and you were able to suggest solutions and influence a new direction?

Have you ever been overloaded with work? How do you manage your work so that it gets done on time?

[employee comments]
ENJOYMENT OF THE JOB:

What techniques and processes have you come up with to make your job easier or to be more effective at work?

Can you describe a working environment that makes you happy and more productive?

[employee comments]
EVALUATING OTHERS:

Is there a time when you have not been honest when giving feedback? If yes, why is that?

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

[employee comments]
PERSONAL ACCOUNTABILITY:

Describe an occasion when you chose not to complete a task, for whatever reason. What happened?

Describe a time you reacted to pressure situations or short deadlines. How did you do it?

[employee comments]
PERSUADING OTHERS:

Can you describe a time when you have used facts to convince a customer to buy your products or services?

Describe the most difficult persuasion exercise you have conducted. What made it difficult and how did you go about it?

[employee comments]
LONG RANGE PLANNING:

Describe the most recent long-range plan you have been involved in. What are some of the information you needed to start the process?

In your opinion, do you think most start-ups fail due to lack of long-range planning or due to poor management? Explain your answer

[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?

Describe a time when you have had to multitask. How did you organize your tasks to make sure that you didn't miss any of them?

[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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