Use this step by step explanation to craft a good employee performance feedback review for a counseling services director. Find the right words with quality phrases.
A counseling services director has the primary responsibility for managing and overseeing counseling services in various levels of an individual such as academic, career, and personal counseling. He/she is assigned the role of providing consultation on psychological matters to staff as well as coordinating counseling activities with other departments.
Other tasks that he/she can handle include; planning, organizing and supervising all counseling services activities, establish relevant goals and objectives in relation to the counseling services, assist in policy development and implementation, delegate work to other counseling personnel, monitor work progress of the department, participate budget preparation, and handle any administrative tasks assigned and performing any other duty assigned to him or her.
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 |
|---|---|---|
| INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc. | Knows how to ask the right and relevant questions and professionally raises issues. Knows how to ask open-ended questions that allow the candidates to explain at length. | 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 Discusses timelines and guidelines and agrees on a certain schedule at which one will check and review the project's progress | 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. | Clearly states next steps after every strategic planning session and makes sure everyone understands who is responsible for what Focuses on opportunities, strengths, weaknesses, and threats while planning for the future | 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. | Uses a highly efficient organizing system to develop strategies without losing sight of the goal Strictly follows and stays on plan while helping other coworkers do the same | 2 |
| 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 Feels passionate and energetic at work and often works on tasks that bring joy and accomplishments | 3 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Looks for evidence of a person persisting and never giving up in spite of difficult situations Looks for evidence that a person sets clear goals that match the company's objectives | 2 |
| GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time. | Clearly describes which tasks or activities need to be accomplished and defines clear strategies to produce successful results Breaks down complex goals into smaller and manageable chunks and delegates the chunks to the team members for easier accomplishment | 3 |
| ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal. | Schedules breaks into own work day in order to keep one feeling motivated and productive Identifies own most productive times and uses them to accomplish important or complex tasks before embarking on the simple tasks | 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. | Excels at analyzing complex and large volumes of data and finding trends in that data 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. | Excels at explaining how to use a product to clients who have never used it before Understands all the procedures and policies that guide products and services | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INTERVIEWING: How well can you rate your confidence level before going about an interview process? What is the one question you find challenging to answer during an interview and why? | [employee comments] |
| DELEGATION: Is there a time when you have made a terrible mistake due to poor delegation skills? What happened and how was it resolved? 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] |
| STRATEGIC PLANNING: Can you describe a time when you have anticipated the future and made changes to current operations to meet future needs? What tips would you offer anyone who is taking a role that involves strategic planning and accountability for decisions? | [employee comments] |
| PLANNING AND SCHEDULING: Do you have all the tools to help you plan and schedule the company's affairs? What area can you help in the scheduling of time and workload? | [employee comments] |
| ENTHUSIASM: Are there times you have not achieved something that you set out to do? How did you feel about that? Is there a time when a task had to be completed, and you were able to focus your efforts and attention to get it done? | [employee comments] |
| EVALUATING OTHERS: What techniques have you used to evaluate others? What have you done to improve these techniques? Is there a time when you felt you did not get what you expected from your evaluation? Why? What did you do? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals? Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do? | [employee comments] |
| ORGANIZATIONAL SKILLS: What are some of the tools that you have used to organize your tasks at work? Would you recommend these tools to other employees? Describe a team project that was successful due to good organizational skills. What was your role? | [employee comments] |
| ANALYTICAL SKILLS: What steps do you follow when studying a problem before making a final conclusion What efforts are you making to improve your knowledge to work with numbers and figures? | [employee comments] |
| PRODUCT KNOWLEDGE: What efforts are you making to understand how a product compares to rival products? 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: |