Use this step by step explanation to craft a good employee performance feedback review for an early intervention school psychologist. Find the right words with quality phrases.
An Early Intervention School Psychologist is tasked with the primary role of improving the overall educational experience for the school students through undertaking various interventions, policies, and programs. They work with students who are struggling with their studies through employing psychological and educational techniques to help them improve over time.
In addition to that, they can also get to perform the following; design intervention programs to help the students improve, evaluate the students? progress from time to time, diagnose and treat mental related issues on the students, offer consultation services to the students, parents, and teachers and reviewing students data collected after experiments are done.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Identifies problems easily and then comes up with potentially workable solutions Always tries to suggest new alternatives of achieving pre-set goals and objectives. | 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. | Delegates tasks to the lowest possible organizational level in order to help develop employees on that level and increase workplace efficiency 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. | Consistently brings outstanding organization to chaotic departments and all the projects Sets a high standard or expecting that others are inclined to follow | 3 |
| ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you. | Is infectious. Easily transforms the workplace atmosphere into an exciting, vibrant and positive atmosphere Performs random acts of kindness to the employees at work and the members of the community | 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. | Avoids quitting at the first sign of difficulty; treats challenges as something to make one stronger and more compassionate Continuously makes requests and refusals in order to enable colleagues to know what one wants clearly without any embellishment | 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. | Is always looking for new ways to help the team members achieve their personal goals as well as the company goals Completes tasks and projects accurately and seeks assistance from colleagues or team members when there is need | 3 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Prepares for any contradictions by practicing own pitch and giving it a thorough evaluation before meeting the person one wants to persuade Remains calm in order to avoid an appearance of self-doubt and anxiety and speaks in a clear, straightforward manner | 2 |
| QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer. | Always seeks opportunities to produce more work even if it means working extra hours or coming to work before the reporting time Is highly motivated and constantly offers outstanding suggestions to keep others motivated to exceed the company goals and expectations | 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. | Demonstrates outstanding abilities to collect accurate data before analyzing it Excels at working with graphical information and is an expert in using a wide range of graphical software | 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. | Excels at explaining how to use a product to clients who have never used it before Demonstrates exceptional knowledge about elements that allow customers to extend or customize products | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INNOVATION: Explain how you go about when solving a problem or an issue? Do you delegate work and how has it benefitted you as an individual? | [employee comments] |
| DELEGATION: Do you regard yourself a micro or macro manager? How do you delegate your tasks or projects? How do you make a decision to delegate work? How do you choose the appropriate employee to handle a certain task? | [employee comments] |
| PLANNING AND SCHEDULING: Is there any area that takes additional time to plan and how do you intend to work on it? What help do you require to become better in your planning? | [employee comments] |
| ENTHUSIASM: Think of a time you had an idea and you got other employees to follow you. What was the idea? Can you give examples of some of the improvements you have made at work without being asked? | [employee comments] |
| PERSISTENCE: How do you show persistence in the workplace? Describe a situation that has forced you to remain persistent at work What have you done in the past to become successful in achieving your goals? | [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 given a management role, how would you create a working environment that employees found motivating? | [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] |
| QUANTITY OF WORK: Describe a big change that occurred in a project you were working on. How did you take advantage of this change to improve your productivity? What do you think can be done differently to improve the overall productivity of your company? | [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: What are you doing to enhance your understanding of industry trends, terminologies, and concepts surrounding a product? What efforts are you making to know the customer experience offered by a product? | [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: |