Use this step by step explanation to craft a good employee performance feedback review for a licensed psychologist. Find the right words with quality phrases.
A Licensed Psychologist is responsible for studying the mind, the behavior, memory, and mental health disorders of the general population. They help to promote safety, understanding, and knowledge in matters to do with good mental health. He/she will also aid in helping people know how to deal with mental related issues.
Depending on the specialty, he/she can perform the following functions: research changes in behavioral patterns of individuals, undertaking treatment, diagnosis, and prevention of mental disorders, examine behavioral trends of the general public, collect information through observations other data collection methods and conducting scientific research on mental related issues in order to add to the existing knowledge.
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 |
|---|---|---|
| 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. | Provides adequate support during and after delegation of tasks and is always available to answer questions Makes sure that the person assigned the task knows that he/she needs to report any problem associated with the project or task at hand | 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. | Organizes and plans projects and workload to prevent overlaps or gaps in responsibilities Always well ahead of the scheme when it comes to progress and performance | 3 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Looks when a person thinks no one is watching; is especially observant during those times when a person feels comfortable letting it all hang loose Takes note of a person's clothing in order to know their culture, image, or style | 3 |
| PEOPLE READING: People Reading is the ability to creatively and quietly read the important non-verbal intuitive cues that people give off without their knowledge. | Likes to know people beliefs, in general, in order to understand how they perceive the world and have a little insight of their experiences Notes the length of a person responses. Short responses to questions could mean that the person is frustrated, while long responses could mean that the person is happy with the conversation | 2 |
| PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face. | Perceives failure as the key to thriving, learns from it and uses it to spur one's next attempt Always makes eye contact when restating a request or refusal | 3 |
| 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. | Operates as an effective representative of the company in both internal and external forums Provides accurate advice on how to deal with difficult circumstances and how to avoid such circumstances in future | 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. | Specifies the expected time frames for accomplishing objectives in order to maximize the benefits of objectives' setting Focuses on the goals that one knows can achieve within a specific time frame and develops ways to achieve them | 3 |
| PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly. | Determines appropriate measures, prioritizes, and coordinates these measures for oneself and for project members in order to achieve the project goals Identifies, analyzes, and prioritizes both internal and external project issues and develops mitigation plans | 3 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Outstands in learning complex skills and has a positive attitude towards complex training sessions Leads in encouraging team members to put extra effort in taking part in crucial training sessions | 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. | Excels at analyzing complex and large volumes of data and finding trends in that data Demonstrates excellent oral and written communication skills when sharing an analysis with others | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| DELEGATION: Can you describe a time when you have solved a major company problem due to an effective delegation of tasks? What are some of the things you have done to improve your delegation skills? | [employee comments] |
| PLANNING AND SCHEDULING: Are there any new goals or responsibilities that you have assumed since your last evaluation? What help do you require to become better in your planning? | [employee comments] |
| MONITORING OTHERS: How do you create a clear explanation of policies for the employees? What have you done to help employees who are struggling to set goals or who seem unwilling to finish a project? | [employee comments] |
| PEOPLE READING: Give an example of a time you were able to communicate with a person you didn't like successfully. How did you handle the person? Can you describe a time when you were able to adapt to a wide variety of people by reading, understanding and accepting their character? | [employee comments] |
| PERSISTENCE: Is there a time when you have faced a difficult situation? What ways did you use to sustain your ability to keep on going until the situation was fixed? What has been your greatest failure? What would you do differently next time to ensure success? | [employee comments] |
| PERSONAL DRIVE: Is there a time when you have received an award from the company? What was the award? Why did you receive the award? If you were asked to supervise your colleagues, how would you interact with them in order to help them find their personal drive? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: What is one of the major goals that you have set for yourself recently? How are you planning to achieve it? Describe some of the factors that you consider when setting your goals and objectives. How have these contributed to your success in the goal setting process? | [employee comments] |
| PROJECT MANAGEMENT: What stress management techniques and problem resolution models have you used while managing a project? Illustrate your answer with a real life example Describe the most difficult project that you have ever managed. What made it difficult and how did you go about it? | [employee comments] |
| TRAINING OTHERS: What are you doing to learn new skills and to develop a positive attitude towards complex training sessions? What are you doing to prepare for training sessions ahead of time? | [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 |
|---|
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: |