Use this step by step explanation to craft a good employee performance feedback review for a psychologist. Find the right words with quality phrases.

A psychologist is responsible for studying cognitive, emotional and social processes to determine how people relate to one another and with the environment in general. He/she is tasked with conducting scientific studies on the human mind about the behavior and brain function of an individual to diagnose and treat mental disorders.

In addition, he/she can also get to undertake the following tasks; counsel patients, collect information through observations, and survey, conduct research to determine behavioral and emotional patterns, predict behavior, undertake controlled lab experiments, conducting aptitude and intelligence tests, testing theories through research work, offering consultation services and performing other related duties.

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

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

Chooses the right task to delegate, identifies the right employees to delegate to, and delegates it the right way

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.

Keenly plans and coordinates or both the long term and short term goals

Always well ahead of the scheme when it comes to progress and performance

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

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Explains the thought process that led to one's policies in order to reduce people's mistrust caused by monitoring their activities

Keeps one's policies within reason and gives upper-level employees freedom to perform tasks their own way

2

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.

Pays attention to how others react to the person one is evaluating. If people seem lighter and happier when the person is around them, it could be a sign of kindness

Observes a person's ability to control emotions. If the person seems quick to anger and always talks about violence, that could indicate some anger issues

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.

Does not need to be supervised when performing tasks; knows what to do and when to do it

Is not afraid to take calculated risks or make periodic mistakes; learns from the mistakes and moves on

3

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Strives to understand before being understood; thinks about what the other person wants and how they would want to be persuaded for a particular work or situation

Practices and rehearses how to present a situation and gets ready for all possible outcomes

3

TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace.

Encourages team members to put extra effort in taking part in training sessions

Demonstrates willingness to attend training sessions and attends most training sessions

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

Demonstrates excellent oral and written communication skills when sharing an analysis with others

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

Fully understands all product specifications and the meaning of all related terminology

3

Self Evaluation

Self Evaluation Question

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?

How do you ensure that the person you assign a task has understood all the instructions?

[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 went into a performance review without preparation. How did it go?

How do you think a company benefits from regularly evaluating its employees?

[employee comments]
MONITORING OTHERS:

How do you create a clear explanation of policies for the employees?

How do you access an employee's accountability? How do you deal with an employee who doesn't deliver their work on time?

[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?

What have you done to further your understanding and knowledge about reading people? How have you demonstrated your learning at work?

[employee comments]
PERSONAL DRIVE:

Look back to when you were about seven years old. Is where you are now where you wanted to be?

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]
PERSUADING OTHERS:

Can you describe a time when you have used facts to convince a customer to buy your products or services?

In your opinion, which is the best time to persuade others? Explain your answer

[employee comments]
TRAINING OTHERS:

What efforts are you making to apply skills learnt in training session to advance your skill set and career?

How often do you encourage team members to share concepts learned in training sessions?

[employee comments]
ANALYTICAL SKILLS:

Can you describe a task you did that tested your analytical abilities?

Can you describe a situation where your analytical outcome was incorrect? How did you solve the problem?

[employee comments]
PRODUCT KNOWLEDGE:

Can you think of a situation where you demonstrated your ability to fix problems associated with a product?

What are you doing to improve your ability to fix problems associated with a product?

[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:

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