Use this step by step explanation to craft a good employee performance feedback review for an internal claims auditor. Find the right words with quality phrases.

An Internal Claims Auditor is responsible for auditing, approving or rejecting each claim before payments are made. This position is key in examining, monitoring and analyzing of activities related to a company's organizations.

The primary duties of this position includes, determining whether the proposed payments are for a valid or legal reason, ensuring that proper documentation and itemization are provided, and that payment is for legal, delivering legitimate claims against the company are paid accurately, ensuring that the purpose and transactions are properly approved prior to accepting the voucher or invoice for payment, enforcing all the provisions of the law, the commissioner's regulations, board policies and administrative regulations regarding the management are keenly followed.

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

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

PHONE SKILLS: Phone Skills are useful to present a professional company image through the telephone to the customers while making them feel well informed and appreciated without necessarily seeing their faces.

Jots down key points whenever there is need to write them down for reference purposes.

Always asks the other person on the line if he or she may need any further assistance.

2

INTERPERSONAL SKILLS: Interpersonal Skills are a set of abilities that enable a person to positively interact and work with others effectively while avoiding office disputes and personal issues with each other.

Can comfortably get into a conversation with just about anyone.

Builds on good understanding and mutual reliance when given tasks to handle.

2

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Is able to differentiate between irrelevant and critical pieces of information and gather information from various sources to reach a conclusion

Listens to different points of view of a given issue, identifies main negotiation points and promotes mutual understanding

2

DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution.

Takes a deep breath before responding to an argument in order to collect one's thoughts and calm one's emotions

Avoids being defensive when arguing with someone and keeps the situation as neutral as possible

3

SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life.

Designs action plans and deadlines for each subordinate to accomplish their work

Splits and schedules work into manageable activities for each employee to carry out

3

LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place.

Generates a positive, measurable outcome that results into team work spirit

Motivates and encourages the team to take responsibility for their performance

2

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Can be counted on to give the very best under all circumstances

Demonstrates solid performance consistently in all aspects of work done

3

POTENTIAL FOR ADVANCEMENT: The potential for Advancement is the ability to make something better by being more skillful, more efficient, and more useful to produce high-quality results.

Listens and adheres to active counsel regarding the business strategies

Takes work seriously giving it the required commitment the company asks

2

QUALITY MANAGEMENT: Quality Management is the management approach to the long-term success through customer satisfaction that directly involves the employees in the continual improvement of the daily tasks.

Acts as a role model to the members of the team and talks to them about the importance of high work standards and quality

Uses a range of project management tools and techniques to keep projects and their activities on track

2

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Makes enough effort to create effective and reliable project schedules

Often adds some contingency time for unexpected events when scheduling tasks

2

Self Evaluation

Self Evaluation Question

Employee Comments

PHONE SKILLS:

Have you ever interrupted someone while talking over the phone? How did the conversation turn out?

What is the best solution you have ever given to someone over the phone and was the caller satisfied?

[employee comments]
INTERPERSONAL SKILLS:

Are you always approachable or people tend to find it hard to approach you?

Do you always seek to make people relaxed when they are talking to you or do you use intimidation?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you manage a project plan, set timelines and milestones, and involve team members in order to deliver on time?

What steps have you taken to encourage other employees to keep up-to-date with the company's rules, structures, networks, and systems?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Is there a time when you have had to respond to an unhappy customer? How did you deal with him/her?

When you work with a group of people, disagreements are common. Can you describe a time when you handled a disagreement in your workgroup? How was it solved?

[employee comments]
SUPERVISORY SKILLS:

Do you understand your core roles and responsibilities as a supervisor?

Are you reliable to give a competent report on each employee's abilities?

[employee comments]
LEADERSHIP SKILLS:

Do you lead others where you are not willing to go?

Can you be trusted to poor coach employees to see a change in their performance?

[employee comments]
DEPENDABILITY:

Do you give excuses instead of doing what is right?

Are your work results and your reliability in harmony and dos your record show that?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you carefully consider the feedback from the management or do you overlook it?

Do you pay careful attention to coaching and implement it in your work?

[employee comments]
QUALITY MANAGEMENT:

Describe a time when you have suspended a supplier's contract with your company because he/she was supplying low-quality products. How did you go about it?

What motivates you to produce quality work constantly? Describe a time when you have been rewarded for consistently producing quality work.

[employee comments]
SCHEDULING:

What efforts are you making to employ the best practices and standards when scheduling projects?

Is there a time you failed to use standard scheduling terminologies? What did you do to correct the situation?

[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:

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