Use this step by step explanation to craft a good employee performance feedback review for an applied behavior science specialist. Find the right words with quality phrases.
An Applied Behavior Science Specialist has the primary responsibility of providing counseling and developmental assistances to adults and children based on their behaviors. They use their knowledge and experience in behavioral science to develop and implement relevant, effective and efficient treatment plans for those patients with developmental and intellectual disabilities.
Besides the major roles they can also perform the following tasks; train other residential staffs on how to undertake various treatment procedures, conduct various assessments under the guidance of senior specialists, conduct counseling sessions with individuals and groups, monitor, and report on the treatment progress of each patient and undertake case reviews.
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 |
|---|---|---|
| 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 Makes sure that the person assigned the task knows that he/she needs to report any problem associated with the project or task at hand | 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 |
| DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development. | Strives to achieve personal goals that others may be eluding Sets goals that are accompanied by well-designed action plans that everyone can use | 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 Does not dwell on the negative; does not think about past mistakes or things that cannot be changed | 3 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Assesses oneself in order to verify own effectiveness of communication and improve own confidence a notch higher before persuading others Approaches a person when he/she is more relaxed and open discussions in order to achieve faster and better results | 3 |
| 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. | Asks oneself what the situation is, makes a list of issues within the situation, and defines why each one is a problem Accepts that the problem already exists and puts more energy into solving it rather than in resisting it | 3 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Excels at teaching team members the complex concepts learned in training sessions Excels at evaluating the outcomes of a training session and knows how to identify training needs | 3 |
| WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company. | Demonstrates deep understanding of all the key components of reports and proposals Leads in preparing reports and proposals that persuade and provide information | 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 exceptional knowledge of numbers and figures and is able to interpret mathematical information | 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: Do you regard yourself a micro or macro manager? How do you delegate your tasks or projects? How do you deal with an employee who does not deliver a project on the agreed time? | [employee comments] |
| PLANNING AND SCHEDULING: Is there any area that takes additional time to plan and how do you intend to work on it? How have you been of help to others in accomplishing goals within the set time? | [employee comments] |
| DEVELOPING OTHERS: Are you reliable to train and coach the employees to produce a better workforce? What do you spend your energies on ? development or bringing down? | [employee comments] |
| ENTHUSIASM: Can you think of a situation where you were intensely motivated? When were you bored? Can you give examples of some of the improvements you have made at work without being asked? | [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] |
| PROBLEM/SITUATION ANALYSIS: How do you weigh the advantages and disadvantages of a solution before implementing it? What factors have you considered when developing and evaluating solutions to a problem? | [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] |
| WRITING REPORTS AND PROPOSALS: What are you doing to improve how you connect with target audience when writing reports and proposals? Can you think of a situation you failed to use an appropriate writing style? How did you correct the mistake? | [employee comments] |
| ANALYTICAL SKILLS: Can you recall any problem you solved that required analyzing complex and large volumes of data? What efforts are you making to search for the best sources of information? | [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: |