Use this step by step explanation to craft a good employee performance feedback review for a sales clerk. Find the right words with quality phrases.
A sales clerk is assigned the responsibility of performing retailing services to the company's or business customer to ensure that they get the best customer treatment while buying the products. He or she will engage the customers to ensure that they have the correct information to facilitate them make the best buying decision.
He or she also get to undertake the following roles; set up advertising displays, ensure that all the products have the correct pricing and tags, respond to customers questions, obtain and receive various client merchandise, manage selling point area, record and manage all sales records, handle and maintain all cash register, ensure that the clients receive their products in time and ensure proper stocking of all products.
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. | Clearly articulates the desired outcome; begins with the end in mind and specifies the desired results Discusses timelines and guidelines and agrees on a certain schedule at which one will check and review the project's progress | 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 Performs random acts of kindness to the employees at work and the members of the community | 3 |
| CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues. | Applies existing concepts to identify similarities, gaps, differences, and trends while analyzing new situations Understands the entire company and the effects actions in one department will have on other departments | 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 Creates time to reflect on one's own behavior and the impact it has on other employees, the company, and the customers | 3 |
| USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it. | Plans ahead in order to avoid doing things haphazardly, and without an idea of the consequences Treats everyone equally; shows respect to other employees and customers in order to create a smooth working environment | 3 |
| LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees. | Refers to the elements of the long-term plan frequently or whenever necessary to provide guidance and to show others that one considers the plan important Writes specific statements that give a summary of how the company plans to achieve its mission or approach the market | 2 |
| 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. | Creates an organization chart for the entire company or own department in order to know who does what in the company Keeps all current projects in the forefront in order to stay focused on the tasks or activities that matter the most | 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. | Gives new employees a clear sense of the company's core business strategy as well as an understanding of its products and services Avoids micromanaging; gives employees time to think for themselves and brainstorm ideas in order to produce exceptional results | 2 |
| CUSTOMER SERVICE: Customer Service is the ability to cater for the needs of the client by providing excellent customer service without compromise. | Handles the most difficult customers with ease and manages to give them feedback in the most constructive manner Clearly outlines the steps needed to resolve a problem in the simplest way possible | 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 employing critical thinking skills when evaluating information to make decisions Demonstrates exceptional knowledge of numbers and figures and is able to interpret mathematical information | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| DELEGATION: What are some of the techniques or methods you have used to ensure effective delegation? 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] |
| ENTHUSIASM: Think of a time you had an idea and you got other employees to follow you. What was the idea? Can you give examples of some of the improvements you have made at work without being asked? | [employee comments] |
| CONCEPTUAL THINKING: Can you describe a time you were able to identify underlying or key issues in a complex situation? How did you go about it? Describe the steps and methods you have used to identify a vision for your department. What would you have done differently? | [employee comments] |
| PERSONAL DRIVE: Look back to when you were about seven years old. Is where you are now where you wanted to be? How do you ensure that your personal drive level is high on a daily basis? | [employee comments] |
| USING COMMON SENSE: How have you used common sense at work to meet your goals? Give a specific example when this happened How do you go about making decisions? How do you calculate your next action when solving a problem? | [employee comments] |
| LONG RANGE PLANNING: Describe a time when you have had a hard time accomplishing your long-range plan. What was the problem and how did you solve it? Describe the most successful long-term goal that you have accomplished. How did you go about making it a success? | [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? Do you prefer phone or email conversations when communicating with a colleague at work? Explain your answer | [employee comments] |
| QUALITY OF WORK: How often have you produced low-quality work? What has prevented you from producing high-quality work? Speed is important to complete work when one is under pressure. How do you make sure to work fast and maintain accuracy at the same time when working on a tight deadline? | [employee comments] |
| CUSTOMER SERVICE: Are there any instances where customers asked irrelevant questions? How did you handle such customers? What efforts are you making to gain more understanding about company products? | [employee comments] |
| ANALYTICAL SKILLS: Can you describe a task you did that tested your analytical abilities? How often do you encourage others to think outside the box when trying to solve a problem? | [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: |