Use this step by step explanation to craft a good employee performance feedback review for a community health outreach worker. Find the right words with quality phrases.
A Community Health Outreach Worker is responsible for providing the medically underserved people with information about health and disease prevention as well as assisting them to adopt a healthy lifestyle. He/she is tasked with making connections and building sustainable relationships with the targeted population and traveling to homes, community agencies, and religious organizations.
Besides that major role, he/she will be tasked with performing other responsibilities like; facilitate and coordinate community health events within the community, conduct health presentations to the community members during outreach programs, attending health-related meetings, organizing and participating in community health training, monitoring and reporting the progress of health programs and keeping health related data.
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 |
|---|---|---|
| SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds. | Writes a fire safety plan showing the escape routes and posts the plan for all employees to see Creates an incident report after a workplace accident, investigates who was involved, and how the accident might have been prevented | 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. | Keeps all commitments and works with coworkers to help them keep theirs Handles all projects conscientiously from the beginning to the end | 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. | Learns to say "no" when there is need to do so, and goes with what is right Asks questions in order to understand all that is required to complete a certain project or task | 3 |
| ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task. | Shows keenness while exploring the issue or topic at hand as well as issues surrounding it and reasons behind it Avoids overloading oneself with last minute deadlines and large simultaneous projects | 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 Is open and honest and expresses any criticism in a way that shows respect and dignity to others | 3 |
| PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others. | Exceeds one's commitment to others by frequently setting realistic team goals and projects before deadline Generates enthusiasm among the team members for accomplishing common goals that elevates the team and ensures the company success | 2 |
| PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish. | Looks for alternative ways to solve a problem, perform a specific task or deal with a challenging situation Completes tasks and projects accurately and seeks assistance from colleagues or team members when there is need | 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 Approaches a person when he/she is more relaxed and open discussions in order to achieve faster and better results | 3 |
| USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it. | Perceives oneself and others in a positive manner and always looks to see the best in others and oneself Understands what needs to be done at work and is always willing to pitch in and get it done | 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. | Gives team members quality goals that are challenging but attainable in order to improve their performance Solves issues with the current work and puts effective processes in place to prevent these issues from occurring again | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| SAFETY AT WORK: What are some of the things you have done to improve your safety, that of other employees as well as that of the company? How would you deal with an employee who does not use the protective equipment? | [employee comments] |
| DEPENDABILITY: Do you give excuses instead of doing what is right? Are you a loyal person that your coworkers and management can rely on? | [employee comments] |
| ASSERTIVENESS: Can you describe a situation where you were able to strengthen a relation with a colleague by using effective communication? 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? What tools/techniques do you use to check your work? Why do you use these tools/techniques? | [employee comments] |
| COMMITMENT TO THE JOB: Are there times you have come in early or stayed late in order to meet a deadline? Can you describe a situation where you had to be very persistent or dedicated in order to achieve goals? | [employee comments] |
| PERSONAL ACCOUNTABILITY: Give an example of a time when despite carefully planning, things did not turn out as expected or went out of hand. What did you do? Would you rather design procedures and plans or implement/manage them? Why? | [employee comments] |
| PERSONAL DRIVE: Is there a time when you have received an award from the company? What was the award? Why did you receive the award? If you were given a management role, how would you create a working environment that employees found motivating? | [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] |
| USING COMMON SENSE: Describe a time when you have had an argument with your boss because you had not done something that required common sense. What was it and how did you defend yourself? Your workspace is messy. You can take one hour to clean it, or you can take three hours to shift to a new workspace. What should you do and why? | [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 |
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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: |