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

A Human Services Program Specialist has the role of performing specialized administrative and operational tasks in a bid to support human services program of the organization. He/she will offer the necessary support to program experts in all matters to deal with administration and program operations. He/she will ensure that the programs have a positive effect on the community as a whole.

In addition to that primary role, he/she will also undertake the following roles; conduct client interviews, coordinate completion of all program projects, perform program evaluation and assessment to determine their effectiveness, perform technical administrative duties, handling disciplinary issues of the employees, preparing program reports, and facilitating meetings and conferences alongside other assigned roles.

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

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.

Shows willingness to mentor those staff under him/her and to share knowledge and information freely.

Manages to accomplish set goals and objectives within the stipulated timeframe and with minimal resources.

3

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

Assesses the impact of the decision and modifies the course of action as needed

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.

Gets to work early in order to set the day's agenda; is always punctual and tries all one can to avoid being late

Takes responsibility for own actions; accepts own mistakes and does not blame others for a job not well done or not done

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.

Allows oneself to be angry but still remains respectful to colleagues and clients

Holds back, listens and waits for the other person to finish an intended message before giving a response

2

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

Limits distractions by trying to work in an area that is conducive to focus and concentrate

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.

Expresses frequent appreciation of one's team and does not gossip about colleagues or clients

Actively seeks new ways to improve one's work and generates ideas that streamline processes and increase productivity

3

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

Assesses oneself in order to verify own effectiveness of communication and improve own confidence a notch higher before persuading others

Does a thorough research on how a person would benefit from one's own solution or proposal in order to make the persuasion exercise shorter and effective

3

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Takes the time to learn at least one more language in order to introduce oneself to new methods of thinking

Sets aside the problems over which one has no control and concentrates own efforts on those that one can potentially solve

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

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

3

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Recognizes and rewards employees who have consistently produced quality work in order to keep them motivated to continue working hard

Conducts regular performance reviews of team members to let them identify what they have done well and areas that need improvement

3

Self Evaluation

Self Evaluation Question

Employee Comments

ADMINISTRATIVE SKILLS:

Do you encourage those under you to perform professionally at all times?

How conversant are you with the technology while dispensing your administrative roles?

[employee comments]
JUDGMENT SKILLS:

Is there a time you have made a difficult decision? How did you handle the feedback? Is there a way you could have handled the situation differently?

In your opinion, what factors should one consider when comparing the pros and cons of two potential vendors for processing payroll?

[employee comments]
KNOWLEDGE OF JOB:

Can you describe two instances when you have demonstrated knowledge of job at work?

What techniques do you use to plan your daily tasks? How effective have they been?

[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 good are your listening skills? Do you have instances when you made mistakes because you did not listen well to what someone had to say?

[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?

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:

Can you give an example of a time when you had to go above and beyond the call of duty to have a task accomplished?

Have you ever been in a situation where you had to lead a group of colleagues? How did you handle 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?

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

[employee comments]
PRACTICAL THINKING:

What are some of the challenges that you have faced when thinking practically? How have you faced these challenges?

How do you ensure that a certain source of information is reliable? Is there a time when you have made mistakes because someone had given you the wrong information? How did you handle the situation?

[employee comments]
MANAGING DETAILS:

Is there a time when you have failed to deliver a project on time because you didn't have all the required information? What happened?

How do you organize your tasks to know which one comes first and what follows next? What tools, if any, have you used?

[employee comments]
QUALITY OF WORK:

How do you make sure that projects instructions are clear to your team members?

What are some of the tools that you have used to check for information accuracy before working on it?

[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:

Related Articles