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

A claims supervisor is tasked with the primary responsibility of supervising the claims representatives and ensuring that the claims are reported accurately. He/she reviews the analysis of the liability of the insurance company done by the claims representatives as well as negotiating with clients for out-of-court settlements.

Besides that, he/she is also tasked with overseeing the investigation of insurance claims, negotiates claims and approves payment, ensures claim forms are complete and accurate and gets missing information from clients. He/she also attends court hearings on issues to do with claims processing and management, determines client coverage by reviewing insurance policy and claim file, investigates claims if need be.

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

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.

Implements the best practices in all the working areas of the organization.

3

ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws.

Ensures that he or she works in a quiet environment to avoid distractions that can lead to possible errors.

Looks at situations from different perspectives and not only in a one-sided way.

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.

Looks at all sides of an issue or problem and weighs the options before making a decision

Regularly surveys customers in order to evaluate the general impact of a change in pricing policy

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.

Maintains a neat job performance record; does quality work, shows up on time and keeps a good attendance history

Is always productive; gets the work done and moves on to the next thing as quickly as possible

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.

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

Examines own attitude and motives when solving a dispute with a colleague in order to find a viable solution

3

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

Employs trusted colleagues to look over one's work and offers them the same courtesy

Performs repetitious or routine tasks with attention and care and follows the required procedures to ensure all parts of the tasks are complete

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 sets clear goals that match the company's objectives

2

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.

Avoids talking when one knows that what they are thinking or want to say may be taken the wrong way or get one in trouble

Takes a personality assessment in order to identify own tendencies and biases and how they influence own judgment, analysis, and decision-making

2

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.

Sets up a new employee's initiation program in order to train new workers on quality standards as soon as they start performing their roles

Makes use of the available quality management systems and tools to ensure high work standards

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.

Leads in identifying a problem and creating a remedy to avoid it recurring or becoming a major problem

Possesses outstanding abilities to understand and analyze numerical data and to make the right conclusions

3

Self Evaluation

Self Evaluation Question

Employee Comments

ORGANIZED WORKPLACE:

Are you are reliable workmate? If yes, what have you done to show that?

How can you rate the general work morale? Are people in good spirits when discharging their roles?

[employee comments]
ACCURACY:

Are you keen when it comes to gathering data and information?

How much time do you dedicate to ensure you deliver an error free task?

[employee comments]
JUDGMENT SKILLS:

Can you think of a context or situation where you needed to demonstrate judgment? How was the situation resolved?

In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines?

[employee comments]
KNOWLEDGE OF JOB:

Is there a time when you faced a problem because you had not understood a certain concept in a project? What happened?

How do you make sure you have all that is needed to perform a certain task or accomplish different goals?

[employee comments]
EMPATHY:

What is one or two things you have learned from caring for or helping others at work?

Why is it important for employees to show empathy towards each other as well as towards their customers?

[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]
EVALUATING OTHERS:

Describe a time when you went into a performance review without preparation. How did it go?

In your opinion, do you think evaluating a person can give an adequate reflection of their character?

[employee comments]
USING COMMON SENSE:

When is the last time you failed in a project because you did not use common sense? How did you rise up?

How do you avoid making the most common mistakes at work like being late or missing deadlines?

[employee comments]
QUALITY OF WORK:

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

What courses, if any, have you taken to improve the quality of service you give to your customers? How has this benefited your company?

[employee comments]
ANALYTICAL SKILLS:

Can you recall any problem you solved that required analyzing complex and large volumes of data?

What efforts are you making to improve your knowledge to work with numbers and figures?

[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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