Use this step by step explanation to craft a good employee performance feedback review for a pediatric psychologist. Find the right words with quality phrases.
A Pediatric Psychologist is responsible for promoting the health, well-being and the proper development of children and that of their families. They examine any signs of development delays, learning disabilities, and confusion in adolescents and develop appropriate treatment guideline for them. He/she will also get to promote child affair policies especially those that are related to health.
Beside the primary role, other responsibilities include; conducting research to study on pediatric issues, undertake diagnosis and treatment of mental disorders in children, examine the behavior of family members to have a better understanding of the dynamics of the family, conduct various interviews and record data, devising treatment plans for the patients, offering proper information to the family, providing counseling sessions to the child and family and improving pediatric services.
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. Raises relevant issues that seem to be a stumbling block to the negotiation process. | 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. | Lets every employee know on a regular basis that safety is a major concern in one's business Makes sure that the workplace entrances and exits are easily accessible and fully operational | 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 Chooses the right task to delegate, identifies the right employees to delegate to, and delegates it the right way | 3 |
| STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals. | Defines or redefines the company's mission in order to enable the key people to share the same view of the company's philosophy, goals, and future direction Always has objectives, timelines, a budget and the right people to develop an effective strategic plan | 2 |
| 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 Sets a high standard or expecting that others are inclined to follow | 3 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Keeps all commitments and works with coworkers to help them keep theirs Demonstrates solid performance consistently in all aspects of work done | 3 |
| 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. | Sets a goal that can reasonably be accomplished and sets a realistic time frame Learns what doesn't work and what isn't worth persisting with and tries new ways to achieve one's goals | 3 |
| 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. | Plans ahead in order to avoid doing things haphazardly, and without an idea of the consequences Sets smart goals, makes a plan that makes it easier to achieve them and makes sure to follow that plan | 3 |
| 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. | Maintains a schedule, calendar, checklist, etc. in order to ensure that small but important details are not overlooked Reviews tasks and projects to make sure that they are concise, clear, and accurate before submitting | 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. | Fully understands how the product addresses the needs of a client Understands how to fix all problems associated with a product | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| NEGOTIATION SKILLS: Have you ever compromised to help reach an acceptable solution? Explain an instance that you hit a dead-end in a negotiation process. What did you do to reach a conclusion? | [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? How would you deal with an employee who does not use the protective equipment? | [employee comments] |
| DELEGATION: What are some of the techniques or methods you have used to ensure effective delegation? How do you ensure that the person you assign a task has understood all the instructions? | [employee comments] |
| STRATEGIC PLANNING: What are the steps and methods you have used to define a vision for your position or department? What tips would you offer anyone who is taking a role that involves strategic planning and accountability for decisions? | [employee comments] |
| PLANNING AND SCHEDULING: Do you have all the tools to help you plan and schedule the company's affairs? What area can you help in the scheduling of time and workload? | [employee comments] |
| DEPENDABILITY: Are you willing to do whatever it takes to get the job done no matter the situation? Are there areas you have not showed or practiced dependability that you need to change | [employee comments] |
| PERSISTENCE: How do you show persistence in the workplace? Describe a situation that has forced you to remain persistent at work What has been your greatest failure? What would you do differently next time to ensure success? | [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] |
| MANAGING DETAILS: How do you make sure that you have all the necessary tools before starting a project or task? What are some of the things you have done or skills you have acquired to improve your ability to manage details at work? | [employee comments] |
| PRODUCT KNOWLEDGE: What efforts are you making to understand how a product compares to rival products? What are you doing to improve your ability to explain to a client how a new product works? | [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: |