Use this step by step explanation to craft a good employee performance feedback review for a community nutrition educator. Find the right words with quality phrases.

A Community Nutrition Educator has the primary duty of promoting good healthy living through good nutrition practices. He/she will get to design, implement, and teach community members about the best nutrition practices and will also assume the role of an advocator, advocating for good nutritional practices within the community under nutritional guidelines.

Besides that he/she will perform the following duties; offering counsel to individuals and the community as a whole on the best nutrition plan and practices, assess nutritional needs and then devise proper nutrition plans, facilitate nutrition training for the community members, providing nutritional counseling and developing and implementing dietary plans for the community members.

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

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Starts the more involved or longer tasks first, and fills in the gaps with the shorter, self-contained or well-defined tasks

Eliminates unnecessary tasks from one's plan in order to be more efficient

3

DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work.

Displays an unwavering dedication to the company and its mission

Highly certain of the ability to get any job done and done well

3

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Takes pride in helping other employees by acting on their needs and concerns and helping them to bring the best out of them

Always asks colleagues for their opinions or feelings regarding a situation as a way to learn more about them

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

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

3

CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues.

Crystallizes the importance and the meaning of a lot of complex ideas into a simple and understandable explanation

Goes beyond past experiences and finds new ways of looking at issues to draw out new insight from complex and diverse information

3

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Is respectful; listens when the bosses talk and only responds when one is asked to

Does what one can to help around the office without being specifically ordered to do so

3

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

Supports and helps other employees in their work in order to contribute to the overall success of the company

Always presents oneself in a way that is consistent with the good image the company wants to portray to the public

3

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

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Produces more than expected in all assigned areas regardless of how high the output or production goals are set

Works around productive colleagues who enjoy getting things done and avoids those who seek distraction or are not actively working

3

PRODUCT KNOWLEDGE: Product Knowledge is an essential sales skill to understand the features of your product allowing you to present the benefits compellingly and accurately to the customer.

Demonstrates awareness about the customer experience offered by the product

Understands all the procedures and policies that guide products and services

3

Self Evaluation

Self Evaluation Question

Employee Comments

MULTI-TASKING:

Describe a time when you have had to perform multiple tasks at the same time. What are some of the challenges you faced?

Are there times when you have been interrupted while multi-tasking? What happened? What have you done to reduce or avoid interruptions?

[employee comments]
DEDICATION TO WORK:

Do you feel unable to accomplish a task even before beginning it?

Are you willing to change in areas that are not too impressive?

[employee comments]
EMPATHY:

Think of a time you had to address an angry client. How would you assess your role in diffusing the problem?

What is one thing you wish other colleagues knew about you, but they don't?

[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?

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]
CONCEPTUAL THINKING:

Describe a problem you were solving where you had to work with a concept that was abstract rather that tangible and concrete. What was the outcome?

Is there a time when you had to analyze information and make a recommendation? How did you go about that?

[employee comments]
FOLLOWING DIRECTIONS:

How do you make sure that you remember all the instructions you have received to perform a certain task?

Can you describe a time when you received complex instructions? How did you make sure you understood each and every detail?

[employee comments]
PERSONAL ACCOUNTABILITY:

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

Would you rather design procedures and plans or implement/manage them? Why?

[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?

What are some of the challenges you have faced when trying to persuade others and how have you overcome them?

[employee comments]
QUANTITY OF WORK:

What are some of the factors you have considered when delegating tasks to your team members in order to increase their productivity?

Is there an instance when you have used shortcuts to get a job done? How did this affect your productivity?

[employee comments]
PRODUCT KNOWLEDGE:

What efforts are you making to improve your understanding of different product specifications?

What are you doing to improve your ability to explain to a client how a new product works?

[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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