Use this step by step explanation to craft a good employee performance feedback review for a clinical therapist. Find the right words with quality phrases.
A clinical therapist is tasked with the responsibility of offering medical help to patients so that they can cope with behavioral, mental and emotional problems that they go through from time to time. He/she can also take part in organizing clinical mental medical sessions for various affected people in collaboration of with other health personnel and organizations.
Beside that he/she can do the following tasks; assessing patient's needs, designing treatments plans for each patient, conducting counseling session for various groups or individuals, implementing various case management techniques for the various patients, monitoring and recording patients progress, facilitating patients referrals to other facilities and preparing patients treatment reports.
Employee Performance Review Sample | |
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| 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 |
|---|---|---|
| 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. | Knows when to walk away from the current deal and make another deal. Strives to come up with a win-win solution that will benefit all parties. | 3 |
| 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. | Selects one's tasks, with a general sequence of events in mind, in order to complete them without needless repetition or redundancy Thinks about whether there are resources to manage or distribute other than own time and attention | 3 |
| 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. | Creates a company's handbook with a list of rules and steps that must take place in order to ensure safety in the workplace Always has the right tools in place to make sure that the employees do not have to improvise | 3 |
| DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome. | Takes the time to learn employees' strengths and weaknesses and delegates tasks to whoever has the largest number of relevant skills for that task Allows the person assigned the task to complete the task in a way he/she feels more effective for obtaining the desired objectives | 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 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Finds something good to say about others even when one does not like what they have produced Watches to see whether or not a person is able to remain calm and composed when facing a difficult situation or when under pressure | 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. | Does not need to be supervised when performing tasks; knows what to do and when to do it Focuses on achieving personal goals even in difficult circumstances; remains composed and responds to work pressure in a positive manner | 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 Prepares own presentation or the final solution after carefully assessing and understanding how others respond to own ideas | 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. | 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 Solves issues with the current work and puts effective processes in place to prevent these issues from occurring again | 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 Demonstrates exceptional knowledge about elements that allow customers to extend or customize products | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| NEGOTIATION SKILLS: Give an instance that you managed to negotiate on something. What was the result? Describe your best and worst moments of any negotiation process you have been part of? | [employee comments] |
| MULTI-TASKING: Describe a situation that required you to do a number of things at the same time. How did you handle it? Are there times when you have been interrupted while multi-tasking? What happened? What have you done to reduce or avoid interruptions? | [employee comments] |
| SAFETY AT WORK: Describe a time when an accident happened at work. What caused the accident? What did you do to help those who were involved? Is there a time when you have had to deal with an employee who repeatedly ignored the company's safety instructions? What did you do? | [employee comments] |
| DELEGATION: Can you describe a time when you have solved a major company problem due to an effective delegation of tasks? How do you make a decision to delegate work? How do you choose the appropriate employee to handle a certain task? | [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] |
| EVALUATING OTHERS: How do you prepare for an evaluation process? How do you make sure that a person knows exactly what you are looking for? In your opinion, do you think evaluating a person can give an adequate reflection of their character? | [employee comments] |
| PERSONAL DRIVE: What personal and career goals have you set for yourself? What are you doing to make sure that these goals are accomplished? How do you ensure that your personal drive level is high on a daily basis? | [employee comments] |
| PERSUADING OTHERS: Is there a time when you have had to persuade a group of managers to accept your proposal or idea? How did you go about it? Can you describe a time when you have had to convince a difficult colleague to accept your idea? | [employee comments] |
| QUALITY OF WORK: How often have you produced low-quality work? What has prevented you from producing high-quality work? Speed is important to complete work when one is under pressure. How do you make sure to work fast and maintain accuracy at the same time when working on a tight deadline? | [employee comments] |
| PRODUCT KNOWLEDGE: What efforts are you making to improve your understanding of different product specifications? What efforts are you making to know the customer experience offered by a product? | [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: |