Use this step by step explanation to craft a good employee performance feedback review for a licensed psychologist manager. Find the right words with quality phrases.
A Licensed Psychologist Manager is tasked with the responsibility of supervising and overseeing all psychological activities including training and research. He/she also selects and assigns roles to staff members and ensures that all activities assigned are done in the right manner and within the stipulated timelines. He/she is also tasked with setting priorities for the various tasks relating to psychological activities.
In addition to that he/she will perform the following roles; conduct employee performance reviews, identify various staff development needs, ensure that all psychological records are maintained properly, monitoring and evaluating of various programs and organizational performances to ensure efficiency and performing other task assigned to him or her from time to time.
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. | Engages the other party in a nice way that builds rapport and makes the other person relaxed and comfortable. Knows how to present issues in a clear and concise manner that is well understood by all parties. | 3 |
| INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work. | Does not let people one is trying to inspire to see them when one gets really angry or really upset Does not pretend to know or understand something one doesn't know or understand | 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 Makes the real use of the technology to establish and communicate plans | 3 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Looks for evidence that a person is committed to developing new skills that help improve the company Looks at how consistent a person is in finding new effective ways to perform tasks or solve issues | 2 |
| 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 Looks for patterns in a person's behavior in order to have a deeper understanding of the person | 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 Approaches a person when he/she is more relaxed and open discussions in order to achieve faster and better results | 3 |
| 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 client satisfaction, quantity, cost, quality, and value added to the company, to evaluate success of a goal Looks for people who have already accomplished similar goals, learns what they have done, and follows their steps towards accomplishing own goals | 2 |
| 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. | Participates in ongoing educational opportunities or professional development programs in order to improve own personal and professional skills Uses appropriate tools to check and ensure that all parts of a task or project are complete before submission | 2 |
| 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 employing critical thinking skills when evaluating information to make decisions Possesses an exceptional ability to remember information and has a strong visual perception of information | 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. | Leads in understanding industry trends, terminologies, and concepts surrounding a product Fully understands all product specifications and the meaning of all related terminology | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| NEGOTIATION SKILLS: When negotiating how well do you take charge of the process? Describe your best and worst moments of any negotiation process you have been part of? | [employee comments] |
| INSPIRING OTHERS: What have you done to make other employees feel cared for and to earn trust from them? How do you reward employees whose work exceeds your expectations? Give an example of when this has happened | [employee comments] |
| PLANNING AND SCHEDULING: Is there any area that takes additional time to plan and how do you intend to work on it? How have you been of help to others in accomplishing goals within the set time? | [employee comments] |
| EVALUATING OTHERS: Describe a time when you went into a performance review without preparation. How did it go? Is there a time when you felt you did not get what you expected from your evaluation? Why? What did you do? | [employee comments] |
| MONITORING OTHERS: What are some of the monitoring policies you have in your company? How do you make sure the employees follow the policy of timekeeping? Is there a time when you have had changes in monitoring policy? What have you done to make sure that employees are aware of changes in the monitoring policy? | [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? In your opinion, which is the best time to persuade others? Explain your answer | [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? What do you look for in team members when setting goals for the team? How do you keep track of your team goals? | [employee comments] |
| MANAGING DETAILS: How would you deal with a team member who is super detail oriented, that he/she always slows the team down? How do you organize your tasks to know which one comes first and what follows next? What tools, if any, have you used? | [employee comments] |
| ANALYTICAL SKILLS: Can you describe a task you did that tested your analytical abilities? What efforts are you making to improve your knowledge to work with numbers and figures? | [employee comments] |
| PRODUCT KNOWLEDGE: What are you doing to enhance your understanding of industry trends, terminologies, and concepts surrounding a product? Have you ever failed to demonstrate how a product can be integrated with another? What did you do to improve? | [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: |