Use this step by step explanation to craft a good employee performance feedback review for a vocational rehabilitation administrator. Find the right words with quality phrases.
A Vocational Rehabilitation Administrator is tasked with managing a wide variety of rehabilitation programs in both the public and private sectors. He/she will ensure that all rehabilitation programs established achieve their sole intended purpose in a very effective and efficient manner. They aid in pooling resources together to ensure the programs are well funded.
Besides that, they also get to perform other key functions that include; participate in relevant research programs, assist proper planning and budgeting for the rehabilitation programs, perform supervisory roles to ensure that all rehabilitation programs are undertaken in a professional and legal manner, reporting on the progress of the programs and performing evaluation of the rehabilitation programs.
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 |
|---|---|---|
| ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team. | Consistently ensures to communicate in an apparent, efficient, concise, and timely manner. Promotes a peaceful and productive working environment for all staff members. | 3 |
| MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups. | Thinks about why one is working and why one is well-suited for the job in order to stay motivated Takes the time to get one's desk in order and make things just how one likes them | 3 |
| STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals. | Allows for open and free discussions regardless of each person's position within the company but does not let one person dominate the session Reviews the strategic plan for performance achievement as often as possible and holds people accountable for unapproved missed deadlines | 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. | When given a choice always opts for the reputable one ensuring discipline is highly maintained Builds an environment of dependability and trust around the workplace | 2 |
| 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. | Receives feedback positively and is always ready to disagree without getting defensive or angry 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. | Takes time to research and analyze the strengths and weaknesses of competing companies Performs repetitious or routine tasks with attention and care and follows the required procedures to ensure all parts of the tasks are complete | 2 |
| 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. | Constantly shares best practices and industry trends that help a company create outsized incomes Abides by company's policies, rules, and procedures and helps ensure other colleagues do the same | 2 |
| 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 to see whether a person takes time to work on weak areas after receiving feedback | 3 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Shows patience and empathy toward what other people have to say and changes own persuasion style as needed Uses both verbal and non-verbal persuasion skills; uses open, encouraging body language, not defensive or closed | 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 Estimates how long it takes to perform a routine task and sets aside a specific amount of time for that task each day | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| ADMINISTRATIVE SKILLS: How well do you encourage your employees to be the best they can be and to trust in their abilities? Give an instance of any administrative blunder you have ever made and how did you resolve it? | [employee comments] |
| MOTIVATING OTHERS: What are some of the projects or tasks you have tackled without being asked or supervised? How did you push through difficulties? What qualities do you prefer in a supervisor? Can you describe a time when you worked with someone like this? | [employee comments] |
| STRATEGIC PLANNING: What are the steps and methods you have used to define a vision for your position or department? Can you describe the techniques or methods that you have used to develop a strategic plan for your company or department? | [employee comments] |
| DEPENDABILITY: Are you willing to do whatever it takes to get the job done no matter the situation? Are you a loyal person that your coworkers and management can rely on? | [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? How often do you encourage your colleagues to get into groups in order to make decisions that should be made jointly? | [employee comments] |
| ATTENTION TO DETAIL: Describe a time when you were confused by a client's request. What process did you use to clarify things? Have you ever needed to persuade your supervisor or someone above you that they had made a mistake? How did the situation turn out? | [employee comments] |
| COMMITMENT TO THE JOB: Are there times you have come in early or stayed late in order to meet a deadline? Is there a time you were able to provide your own motivation even though you were working alone? How did you motivate yourself? | [employee comments] |
| EVALUATING OTHERS: Describe a time when you went into a performance review without preparation. How did it go? How have you helped a person, who is motivated and excited about his ability, continue to grow and develop? | [employee comments] |
| PERSUADING OTHERS: When selling an idea, it is sometimes useful for one to use real-life stories. Can you give an example of a time when you were able to do that? What was the outcome? Describe the most difficult persuasion exercise you have conducted. What made it difficult and how did you go about it? | [employee comments] |
| MANAGING DETAILS: How do you make sure that you have all the necessary tools before starting a project or task? If a project is not due for several weeks, when do think it's the best time to start working on it and why? | [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: |