Use this step by step explanation to craft a good employee performance feedback review for a senior staff psychologist. Find the right words with quality phrases.
A Senior Staff Psychologist is tasked with the responsibility of providing counseling and psychotherapy to students on individual therapy, crisis intervention, and group counseling. He/she is responsible for addressing psychological problems concerns that might arise and can get to undertake training and supervision roles. Besides, he/she will attend and participate in seminars and conferences.
Other duties he/she can be assigned include; utilizing appropriate psychological tools and technique to assess and treat mental ailments, conducting psychological workshops, can be called to act as a consultant on psychological matters to staff, faculty, students and parents, organize and supervise clinical training of other psychological staff and undertake supervision task on trainees assignments.
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 |
|---|---|---|
| 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. | Provides adequate support during and after delegation of tasks and is always available to answer questions Builds motivation and commitment by offering financial rewards, future opportunities and other desirable recognition for tasks and projects well done | 3 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Always willing to coach others and is available to demonstrate learning to the team Encourages and motivates the right behavior when providing all with feedback | 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. | Organizes and plans projects and workload to prevent overlaps or gaps in responsibilities Makes the real use of the technology to establish and communicate plans | 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. | Displays exceptional performance and keenness on tasks performed every day Demonstrates solid performance consistently in all aspects of work done | 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 not easily demotivated by temporal crisis; still enjoys working even when all is not well in the workplace Does not dwell on the negative; does not think about past mistakes or things that cannot be changed | 3 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Looks not only at how well a person closes a deal with a customer but also at how well they work through the whole process Looks at a person's punctuality and attendance:- whether or not a person has attained perfect attendance to work and meetings | 2 |
| MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked. | Follows the required procedure, policies, security, and safety measures when using various equipment at work Follows up with other employees to make sure that commitments and agreements have been fulfilled | 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. | Disables social media pop-ups during working hours in order to avoid distractions and enhance concentration Maintains a ranking system that flags or stars important tasks, for instance, in order to prioritize them accordingly | 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 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 Demonstrates exceptional knowledge about elements that allow customers to extend or customize products | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| DELEGATION: Describe a time when you have had to deal with an employee who was not following your instructions on an assigned project. How did you go about it? What are some of the things you have done to improve your delegation skills? | [employee comments] |
| TEAM BUILDING: Should you take a more active role and contribute more to your future teamwork? Do you offer good group work and successful management equally to everyone or do you show favoritism? | [employee comments] |
| PLANNING AND SCHEDULING: Are there any new goals or responsibilities that you have assumed since your last evaluation? What area can you help in the scheduling of time and workload? | [employee comments] |
| DEPENDABILITY: Are you trustworthy to handle the tasks given without passing them on to others? Are you a loyal person that your coworkers and management can rely on? | [employee comments] |
| ENTHUSIASM: What are some of the career-related actions you took and you were pleased you took them? What pleases you about your actions? Can you think of a time when you sought a colleague's idea or opinion when working on a new project? | [employee comments] |
| EVALUATING OTHERS: How do you prepare for an evaluation process? How do you make sure that a person knows exactly what you are looking for? How do you think a company benefits from regularly evaluating its employees? | [employee comments] |
| MANAGING DETAILS: How do you make sure that you have all the necessary tools before starting a project or task? What are some of the things you have done or skills you have acquired to improve your ability to manage details at work? | [employee comments] |
| ORGANIZATIONAL SKILLS: Is there a time when your schedule was suddenly interrupted? What caused the interruption and how did you get your activities back on track? In your opinion, which is the best time to work on complex tasks? Which time works best for you? | [employee comments] |
| ANALYTICAL SKILLS: What steps do you follow when studying a problem before making a final conclusion 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? How often do you adhere to procedures and policies that guide products and services? | [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: |