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

A social services director plans, organizes, and coordinates all the activities in the social services department. He/she sets goals and policies to ensure that the facility be it a nursing home or any other meets the specific needs of the residents.

Other tasks include planning and organizing admissions into the facilities and planning budgets for the facilities. They are also responsible for seeking more funds for running the facilities and participates in the recruitment of the staff to care for the varying needs of the residents. In addition, he/she evaluates the performance of the employees. Lastly, they ensure that the on-going programs within the department meet the quality assurance guidelines

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

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.

Learns to say "no" when there is need to do so, and goes with what is right

Uses assertive body posture as part of strengthening self position when delivering a point home

3

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

Is patient and determined to explore a problem and its cause until a proper reasoning has been reached so that it can be resolved accurately

Takes thoroughness to a new level and energizes other colleagues to work carefully

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.

Leaves personal life behind once one crosses the working threshold in order to concentrate or put all attention on work

Has speedy and effective resolution of customers' issues and complaints and often tracks customers' satisfaction

3

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

Regularly reviews feedback from the customers in order to know the quality of work a person delivers

Checks a person's rate of completion of tasks and evaluates the quality of the tasks to ensure they are on the right track

3

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

Thinks about how incredible one is to the situation at hand before one is able to persuade others

Practices and rehearses how to present a situation and gets ready for all possible outcomes

3

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

Focuses on the goals that one knows can achieve within a specific time frame and develops ways to achieve them

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.

Communicates own strategies to all levels of the company to make sure that everyone is operating within the same goals

Foresees situations that may break the ongoing strategies and deals with them before they actually happen

2

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.

Provides accurate and consistent work that requires little or no checking

Follows up with other employees to make sure that commitments and agreements have been fulfilled

3

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Determines appropriate measures, prioritizes, and coordinates these measures for oneself and for project members in order to achieve the project goals

Recognizes and understands the corporate environment and its cultural impact on the project at hand from both external and internal sources

3

QUALITY MANAGEMENT: Quality Management is the management approach to the long-term success through customer satisfaction that directly involves the employees in the continual improvement of the daily tasks.

Ensures the quality of work; notices mistakes in own and others' work, reviews reports, and monitors complaints from customers

Checks own work and that of other team members for completeness and accuracy in order to provide work of high quality

3

Self Evaluation

Self Evaluation Question

Employee Comments

ASSERTIVENESS:

Is there a time you had to effectively "read" another person in order to guide your actions based on your understanding of their individual needs?

Can you think of an occasion when you have had to motivate and boost the morale of your colleagues?

[employee comments]
ATTENTION TO DETAIL:

Is there a time you identified an error that had been overlooked by a colleague? What did you do to fix it?

Can you describe a time when you were able to produce quality work when under pressure? How did you go about ensuring the quality of your work?

[employee comments]
COMMITMENT TO THE JOB:

What are some of the things that get you dedicated and devoted to your work?

Can you describe a situation where you had to be very persistent or dedicated in order to achieve goals?

[employee comments]
EVALUATING OTHERS:

What techniques have you used to evaluate others? What have you done to improve these techniques?

In your opinion, do you think evaluating a person can give an adequate reflection of their character?

[employee comments]
PERSUADING OTHERS:

What are some of the things that you have done to improve your ability to persuade others?

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

[employee comments]
GOAL AND OBJECTIVE SETTING:

Describe a time when your team failed to meet its goals due to an underperforming employee. How did you deal with the situation?

What do you look for in team members when setting goals for the team? How do you keep track of your team goals?

[employee comments]
LONG RANGE PLANNING:

Describe a time when you have had a hard time accomplishing your long-range plan. What was the problem and how did you solve it?

What are some of the things you have done to improve your ability to plan for the future?

[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]
PROJECT MANAGEMENT:

How do you motivate your project team and communicate with the stakeholders? How has this contributed to the success of your projects?

Describe the full project life cycle. How have you used the cycle to manage your projects effectively?

[employee comments]
QUALITY MANAGEMENT:

How have you made sure to deliver quality work even when working under pressure?

How do you keep track of your projects to ensure that each milestone meets the agreed quality standards?

[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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