Use this step by step explanation to craft a good employee performance feedback review for a chemical dependency therapist. Find the right words with quality phrases.
A Chemical Dependency Therapist has the primary role of conducting individual, family and group counseling for patients who are under chemical dependency programs. They are responsible for assisting those people who have struggled with addictions to drugs and alcohol. They act as mediators between all parties involved in case it is required.
He/she will get to perform various roles that are not limited to; monitoring patient's progress as they recover, keep and update patient medical records, planning and running treatment session for the patients, administering drug test from time to time, updating family members on the progress of their member and offering counseling services.
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 |
|---|---|---|
| MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball. | Sets aside time for intense or complex tasks that require one's full concentration Allows extra time for interruptions when planning for how long one expects everything else to take | 3 |
| SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds. | Inspects the facility regularly to make sure that employees are following safety policies at work Makes sure that the workplace entrances and exits are easily accessible and fully operational | 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. | Personally, coordinates work and the working area leaving no clutter in sight Sets a high standard or expecting that others are inclined to follow | 3 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Ensures the performance is steady and strong regardless of any upcoming situation Automatically works extra hours to get all the work done within the set deadlines | 3 |
| FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail. | Asks questions when slightly unsure of what one is being asked to do in order to find out all the needed details to move forward Does what one can to help around the office without being specifically ordered to do so | 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 responsibility for prior mistakes and works on ensuring that such mistakes will not happen again in the future Monitors one's own emotional responses and remains controlled at all times | 2 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Speaks in the affirmative in order to maintain directness and keep one's own intentions clear Remains calm in order to avoid an appearance of self-doubt and anxiety and speaks in a clear, straightforward manner | 2 |
| QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with. | Ties the employees' performance to the overall company performance in order to make them feel responsible for producing quality work Maintains a clear vision statement that communicates the company's core values and standards to both the employees and customers | 3 |
| CUSTOMER SERVICE: Customer Service is the ability to cater for the needs of the client by providing excellent customer service without compromise. | Takes pride in serving all clients equally in a warm and friendly way Provides feedback as soon as a customer makes an inquiry | 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 |
|---|---|
| MULTI-TASKING: What effect does handling many things simultaneously have on you? When is the last time this happened? Are there times when you have been interrupted while multi-tasking? What happened? What have you done to reduce or avoid interruptions? | [employee comments] |
| SAFETY AT WORK: Give an example of a time when an employee caused an accident due to neglecting safety procedures. How did you deal with him/her? How would you deal with an employee who does not use the protective equipment? | [employee comments] |
| PLANNING AND SCHEDULING: Is there any area that takes additional time to plan and how do you intend to work on it? Are you well versed with the IT systems for planning and scheduling? | [employee comments] |
| DEPENDABILITY: Do you give excuses instead of doing what is right? Are there areas you have not showed or practiced dependability that you need to change | [employee comments] |
| FOLLOWING DIRECTIONS: How do you make sure that you remember all the instructions you have received to perform a certain task? Is there a time when you have had to speak up in order to be sure that the instructor knew what you thought or felt about the instructions? | [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 given a management role, how would you create a working environment that employees found motivating? | [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? What are some of the challenges you have faced when trying to persuade others and how have you overcome them? | [employee comments] |
| QUALITY OF WORK: What are some of the programs you have initiated, if any, to train new employees on the company values and standards? What are some of the tools that you have used to check for information accuracy before working on it? | [employee comments] |
| CUSTOMER SERVICE: Can you recall of any situations where customers made objections? How did you react? Can you think of a time where you felt you had not responded well? How did you correct the situation? | [employee comments] |
| PRODUCT KNOWLEDGE: Were there any times where you were able to demonstrate how to use a product together with another? 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: |