Use this step by step explanation to craft a good employee performance feedback review for a consulting psychologist. Find the right words with quality phrases.
A Consulting Psychologist is tasked with the primary responsibility of putting a company or an organization back on its growth track by listening, understanding, identifying problems and finding solutions. He/she is tasked with finding the underlying problems of his or her clients that may include corporations, companies, and organizations and coming up with relevant and workable solutions.
Besides the primary task, he/she will get to perform the following tasks; offer consultative services to the clients, collecting and analyzing information about psychological issues, conduct research on various issues in reaction to psychology as well as identify and come up with workable solutions for his or her clients.
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 |
|---|---|---|
| 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. | Involves colleagues when working on a plan that will help create a more optimal environment at work Sets up meetings with coworkers who don't get along to work through their conflicts and prevent them from poisoning the positive environment one is trying to create | 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. | Concerns oneself with what is already accomplished rather than constantly detailing how the tasks should be done Builds motivation and commitment by offering financial rewards, future opportunities and other desirable recognition for tasks and projects well done | 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 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. | Observes a person to know how good they are in taking the initiative:- whether they go ahead and correct errors when they arise or wait for someone else to notice and ask them to do it Looks at a person's creativity in prioritizing tasks and how committed they are to executing them | 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 Monitor's physical signs such as a person's breathing. Heavy breathing could be a sign that the person is stressed or feeling nervous about the topic at hand | 3 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Is able to invoke a sense of urgency in order to get a person to act at the moment Gets to know the individual that one is hoping to persuade first, in order to create a bond and make the persuasion process easier | 2 |
| PROBLEM/SITUATION ANALYSIS: Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down. | Tries to break the problem down into smaller, manageable parts in order to decrease anxiety and think more clearly Keeps track of each solution in order to know what needs to be changed or whether the solution itself needs to be changed | 2 |
| 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 Excels at evaluating the outcomes of a training session and knows how to identify training needs | 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. | Leads in identifying a problem and creating a remedy to avoid it recurring or becoming a major problem 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. | 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 |
|---|---|
| INSPIRING OTHERS: What have you done to make other employees feel cared for and to earn trust from them? Describe a time when you felt you were able to inspire other employees in a big way. What did you do? | [employee comments] |
| DELEGATION: Describe a time when you have had to deal with an employee who was not following your instructions on an assigned project. How did you go about it? 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: What are those goals that require more skills in planning and decision making? 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 have you helped a person, who is motivated and excited about his ability, continue to grow and develop? | [employee comments] |
| MONITORING OTHERS: How do you make sure the other person doesn't know you are observing them? What have you done to help employees who are struggling to set goals or who seem unwilling to finish a project? | [employee comments] |
| PERSUADING OTHERS: What are some of the things that you have done to improve your ability to persuade others? Can you describe a time when you have had to convince a difficult colleague to accept your idea? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: How do you weigh the advantages and disadvantages of a solution before implementing it? Describe a time when you have found a creative way to solve a problem. How did you feel? | [employee comments] |
| TRAINING OTHERS: How often do you encourage team members to take part in training sessions? 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? What efforts are you making to search for the best sources of information? | [employee comments] |
| PRODUCT KNOWLEDGE: What efforts are you making to improve your understanding of different product specifications? What efforts are you making to know the customer experience offered by 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: |