Use this step by step explanation to craft a good employee performance feedback review for an inventory clerk. Find the right words with quality phrases.
An inventory clerk is responsible for compiling and maintaining records of materials, equipment, merchandise, stock, or supplies in a store of a company manually or using the computer. He/she ensures the record of goods supplied and the available stock tallies as well as monitoring any inconsistencies.
Other duties for an individual in this position include comparing office records with inventories. They also determine when there is a need for supply replenishment and also conducts a physical count to ascertain the inventories are in order. Lastly, he/she prepares reports including price lists, shortages, and inventory balance among others to facilitate effective inventory management.
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 |
|---|---|---|
| STORYTELLING: Storytelling is a great social and cultural activity of sharing stories with an aim to educate, entertain, and instill moral values which are mostly used in the cultural oral storytelling events. | Knows the story splendidly and is very good at presenting the plot, setting, and characters. Commands strong stage presence and utilizes the space very well. | 3 |
| FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large. | Establishes a comfortable working and learning environment and sets ground rules in order to encourage positive group interactions States the group rules when necessary but avoids going overboard in order to not restrict expression in the group | 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. | Consistently brings outstanding organization to chaotic departments and all the projects 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. | Maintains the highest levels of personal integrity that make them admirable Does not consider any dubious methods or less honorable plans or strategies to get work done | 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. | Always well prepared, full of ideas and cheerful about upcoming projects and current tasks Does not listen to people who are full of non-constructive criticism and discouragement | 3 |
| SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc. | Volunteers for a task or project that feels like a stretch but matches one's own interests Speaks assertively in order to get people to listen and deliver one's own ideas with conviction | 2 |
| 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. | Is always looking for new ways to help the team members achieve their personal goals as well as the company goals Completes tasks and projects accurately and seeks assistance from colleagues or team members when there is need | 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. | Takes the time to get to know own surroundings in order to know how to respond Understands what needs to be done at work and is always willing to pitch in and get it done | 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. | Writes a description of the current status of the company, including the total income and net profit, in order to determine where one wants the company to be in the future Makes sure that own skills and abilities are compatible with the set personal or company's long-term goals | 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. | Pays attention to the task at hand in order to prevent own mind from wandering and be more productive Monitors daily activities in order to identify activities that might be time wasters and those that actually further own goals | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| STORYTELLING: Do you use vocal dynamics or speak in a monotone when telling the story? How would you describe your ability to tell stories? Rate yourself. | [employee comments] |
| FACILITATION: Describe the technique you have used to assign roles to group members. How have you found the technique effective? Can you describe a project that required major input from other employees? Who did you choose to work with you and why? | [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: Can your manager depend on you to handle tasks without being asked to do so? Are you a loyal person that your coworkers and management can rely on? | [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] |
| SELF CONFIDENCE: Can you describe a time you thought you were going to fail in a task? What did you do to succeed? Is there a time you had to lead other employees in a certain direction, but you had some doubts? What did you do? | [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] |
| USING COMMON SENSE: Describe a time when you have had an argument with your boss because you had not done something that required common sense. What was it and how did you defend yourself? Your workspace is messy. You can take one hour to clean it, or you can take three hours to shift to a new workspace. What should you do and why? | [employee comments] |
| LONG RANGE PLANNING: Who do you involve when deciding on a long-range plan for your company and why? Describe the most successful long-term goal that you have accomplished. How did you go about making it a success? | [employee comments] |
| ORGANIZATIONAL SKILLS: When scheduling your time, how do you decide which task comes first and which one goes last? Give an example How do you differentiate tasks that bring you closer to your goals from those that don't add value to your goals? How do you treat both tasks? | [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: |