Use this step by step explanation to craft a good employee performance feedback review for a forensic psychologist. Find the right words with quality phrases.
A Forensic Psychologist is tasked with the role of providing psychological expertise when required to do so by a court of law during a case investigation. They are tasked with applying psychological knowledge on matters to do with laws and legal systems. He /she can also get to perform counseling sessions to victims.
Besides that primary role, he/she can be tasked with other functions like developing psychological profiles of suspects in collaboration with law enforcement agencies, administering polygraph test to various crime suspects, evaluate court testimonies given by eyewitnesses, assessing the mental state of criminal suspects before legal proceedings, and conducting their own research and reporting findings to a court of law.
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 |
|---|---|---|
| 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. Knows how to present issues in a clear and concise manner that is well understood by 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. | Evaluates when multitasking is necessary; whether it is going to help one get more work done or it is only going to result to one doing multiple tasks slowly or badly Works ahead; starts early to set up and prepare when one knows there will be a big rush | 3 |
| COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others. | Assigns each group member general roles such as "researcher" or "facilitator" which makes specific task delegation quicker and less arbitrary Regularly exchanges feedback with group members in order to help them know their strong areas and work on areas that need improvement | 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. | Includes people in the delegation process where possible and empowers them to decide the tasks they want to be delegated to them and when Allows the person to which the task has been assigned to control his/her own methods and processes in order to facilitate trust and success | 3 |
| PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done. | Personally, coordinates work and the working area leaving no clutter in sight Establishes plans, policies, and practice that improve performance and productivity | 3 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Listens intently when a person talks about their goals and achievements. A person who talks passionately about their dreams is a doer while one who boasts about them isn't Looks at a person's level of innovation. A person who comes up with a new solution to a problem, thinks outside the box and successfully takes risks on their own is considered to be highly creative | 3 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Asks intelligent and thoughtful questions in order to get the other person to open up and talk about what he/she is passionate about Asks questions to find out why someone is hesitant to agree with one's ideas and backs up own statements with credible evidence | 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. | Recognizes and rewards employees who have consistently produced quality work in order to keep them motivated to continue working hard Listens to feedback from employees for insights into possible improvements to the existing approaches to quality work | 3 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Takes advantage of each and every training session to advance skill set and career Learns new concepts quickly and applies them in completing projects and in realizing career goals | 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. | Demonstrates outstanding abilities to collect accurate data before analyzing it Possesses outstanding abilities to understand and analyze numerical data and to make the right conclusions | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| NEGOTIATION SKILLS: How well can you rate your negotiation skills? Explain your answer. Have you ever lost your temper while negotiating with someone and what was the outcome? | [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? What tips have you used to differentiate tasks that fit well in multi-tasking from those that require your undivided attention? | [employee comments] |
| COLLABORATING WITH OTHERS: What are some of the challenges you have faced when working with others? How do you manage to stay focused despite the challenges? Can you describe a project you were working on, that required input from people in different departments or at different levels of the company? How did you go about it? | [employee comments] |
| DELEGATION: Is there a time when you have made a terrible mistake due to poor delegation skills? What happened and how was it resolved? Would you train a new employee to perform a certain task for you or would you prefer an employee who already has the required skills to handle the task? Why? | [employee comments] |
| PLANNING AND SCHEDULING: Do your planning skills need improvement or are they ready to go? Do you have a workable daily schedule that you consistently follow? | [employee comments] |
| EVALUATING OTHERS: Describe a time when you have had to deliver negative feedback to a colleague. How did you make sure not to hurt their feelings? How do you think a company benefits from regularly evaluating its employees? | [employee comments] |
| PERSUADING OTHERS: Describe a time when you have used persuasion to convince someone to see things your way. What tips did you use? Can you describe a time when you have had to convince a difficult colleague to accept your idea? | [employee comments] |
| QUALITY OF WORK: What do you think your company should do to fix some of the most common quality-related issues? What are some of the tools that you have used to check for information accuracy before working on it? | [employee comments] |
| TRAINING OTHERS: How often do you participate in specialized training and what efforts are you making to look for more training opportunities? Do you seek for extra assistance from colleagues on complex concepts learned in training sessions? | [employee comments] |
| ANALYTICAL SKILLS: Can you describe a task you did that tested your analytical abilities? How often do you encourage others to use appropriate oral and written communication skills when sharing an analysis? | [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: |