Use this step by step explanation to craft a good employee performance feedback review for a claims manager. Find the right words with quality phrases.
A claims manager is responsible for leading and overseeing all the other claim professionals under him/her. He/she ensures that they conduct the claim investigation and processing procedures as articulated by the insurance company's policy.
Other duties include ensuring the process of claim investigation has been conducted diligently. They also maintain the insurance files of the claimants, reviews them, and follows up to know if they have been processed in real time. He/she also delegates duties to various professionals within the claims department such as claims representative and claims specialist among others. Lastly, they are mandated to liaise with the legal counsel to ease the litigation process if need be.
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 |
|---|---|---|
| ORGANIZED WORKPLACE: Organized Workplace is a vital characteristic that helps the business to thrive for long term due to the sense of structure and order which efficiently promotes the team spirit. | Maintains a decent work area. Places all items in a manner that can easily be accessed. Maintains open lines of communication with other workmates at all times. | 3 |
| NEGOTIATION SKILLS: Negotiation Skills are a deliberative process by which people settle their differences through an acceptable agreement to both parties to co-exist without argument and dispute in the workplace. | Always takes charge of the negotiation process and directs it in the manner that will achieve results. Raises relevant issues that seem to be a stumbling block to the negotiation process. | 3 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Puts the team first by putting personal problems aside and handling professional ones first Share achievements of the projects with the rest of the team | 3 |
| MANAGEMENT CONTROL: Management Control is a system that collects and uses the information to evaluate the performance of different organizational resources like the financial, physical and the organization performance as a whole. | Provides teams and individuals with the support they require to accomplish goals Always ready to share information and knowledge for the joint development of the staff | 2 |
| 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. | Leverages diversity; creates opportunities through different kinds of people and relates well to everyone, regardless of their background Is able to navigate company's relationships effectively and achieve what other colleagues may previously have failed | 3 |
| ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task. | Examines technical charts for errors and reviews documents for compliance with established standards Creates a detailed work plan that outlines each key job functions and uses it as a guide when one gets distracted or interrupted | 2 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Looks not only at how well a person closes a deal with a customer but also at how well they work through the whole process Looks for evidence that a person shows sound judgment when assessing multiple opportunities | 2 |
| 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. | Uses clear measures, such as timelines, cost, quality, quality, etc., at all levels in order to manage performance effectively Seeks support from the top management in clarifying goals, overcoming goal-related problems, or freeing up resources | 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. | Provides accurate and consistent work that requires little or no checking Reviews tasks and projects to make sure that they are concise, clear, and accurate before submitting | 3 |
| ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business. | Thinks out of the box and always comes up with effective solutions to big problems Excels at working with graphical information and is an expert in using a wide range of graphical software | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| ORGANIZED WORKPLACE: Do you feel you value your job? Explain your answer. How can you rate the general work morale? Are people in good spirits when discharging their roles? | [employee comments] |
| NEGOTIATION SKILLS: Have you ever been involved in any negotiation process? What did you learn from it? Have you ever backed out of negotiation process and what was the outcome? | [employee comments] |
| TEAM BUILDING: Are you a team player or a mere observer? What do you need to change? What is one specific lesson you learned from your team that you could not learn by working alone? | [employee comments] |
| MANAGEMENT CONTROL: Do you encourage ideas by inspiring team members and supervisors to become more innovative and engaging? Do you volunteer for leadership positions offered in your company without looking at your job description? | [employee comments] |
| EMPATHY: Think of a time you had to address an angry client. How would you assess your role in diffusing the problem? Describe a time when you were able to strengthen a relationship between colleagues using effective communication. What made your communication effective? | [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] |
| EVALUATING OTHERS: Describe a time when you went into a performance review without preparation. How did it go? How do you think a company benefits from regularly evaluating its employees? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: Suppose your goal is to run your own company in the next two years. How will you go about accomplishing this goal? What new skills have you learned to improve your ability to set realistic goals? How has this helped you achieve your goals effectively? | [employee comments] |
| MANAGING DETAILS: How do you make sure that you have all the necessary tools before starting a project or task? What are some of the things you have done or skills you have acquired to improve your ability to manage details at work? | [employee comments] |
| ANALYTICAL SKILLS: Can you think of a small problem you ever identified and solved before it could turn into a big problem? What efforts are you making to search for the best sources of information? | [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: |