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

A School Psychometrist is tasked with the primary role of administering and interpreting a variety of standardized psychological and cognitive tests to students and helping to assess their medical conditions further to come up with a good treatment plan. They also will be tasked with testing, evaluating, and recording aptitudes, behavioral and personality traits of the students from time to time.

Besides that he/she can also get to perform other duties include; scoring the tests based on clinical guidelines and forward them to the psychologist to help them give proper treatment, assist psychologist to administer appropriate tests, observe and document observation results from people being tested and establish rapport with students in order to obtain the best results.

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

ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team.

Knows how to articulate issues and at the same time solicit sensitive information and data.

Handles conflict in a very creative and constructive manner to achieve the best solution for all.

3

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Understands and appreciates different perspectives on a problem in order to adapt the best approach to solving it

Is able to convince other employees in a sensitive, respectful and honest manner in order to get them go along with one's goals

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.

Anticipates problems that may arise and quickly develops an effective backup plan

Holds communication sessions with different stakeholders in order to present the plan and involve them in its implementation, operation, or review

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.

Consistently brings outstanding organization to chaotic departments and all the projects

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

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.

Defines important goals and puts a plan together to accomplish them

Does not dwell on the negative; does not think about past mistakes or things that cannot be changed

3

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Checks things off as one goes to make sure one does not miss anything and reviews the work after it is done

Is attentive to one's tasks and avoids making the bosses ask one to do something more than once

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

Looks for patterns in a person's behavior in order to have a deeper understanding of the person

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.

Takes new responsibilities for the team and motivates the team members to remain focused on attaining the company's goals

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.

Shows patience and empathy toward what other people have to say and changes own persuasion style as needed

Uses both verbal and non-verbal persuasion skills; uses open, encouraging body language, not defensive or closed

3

Self Evaluation

Self Evaluation Question

Employee Comments

ADMINISTRATIVE SKILLS:

How well do you encourage your employees to be the best they can be and to trust in their abilities?

Give an instance of any administrative blunder you have ever made and how did you resolve it?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you demonstrate your understanding of the general environment in which your company operates?

In your opinion, what are some of the common procedures that should be eliminated in your company? Explain why.

[employee comments]
DELEGATION:

What are some of the techniques or methods you have used to ensure effective delegation?

How do you deal with an employee who does not deliver a project on the agreed time?

[employee comments]
STRATEGIC PLANNING:

What are your long-term and short-term goals? What have you done to achieve them effectively?

What goals have you set for your career? What is your plan to achieve them?

[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:

Can you think of a situation where you were intensely motivated? When were you bored?

Is there a time when you did not think a situation could not get any worse and then it did?

[employee comments]
FOLLOWING DIRECTIONS:

How do you react to a colleague who regularly fails to follow instructions?

Describe a situation when you felt that instructions to a certain task or project were not communicated well. What did you do?

[employee comments]
MONITORING OTHERS:

How do you make sure the other person doesn't know you are observing them?

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]
PERSONAL DRIVE:

What personal and career goals have you set for yourself? What are you doing to make sure that these goals are accomplished?

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:

When selling an idea, it is sometimes useful for one to use real-life stories. Can you give an example of a time when you were able to do that? What was the outcome?

Describe the most difficult persuasion exercise you have conducted. What made it difficult and how did you go about it?

[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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