Use this step by step explanation to craft a good employee performance feedback review for a law clerk. Find the right words with quality phrases.
A law clerk main duty is to research and study legal documents to find facts related to cases. He/she finds information to assess the causes of actions regarding different legal cases, prepares documented affidavits and maintains files and case correspondence.
Other specific tasks include researching law resources to prepare court briefs or arguments after which the attorney reviews, approves, and utilizes them in the courtroom as well as assisting the attorney in reviewing petitions, and pleadings. They can also be called upon to prepare closing statements for real estate. He/she also delivers subpoenas to parties and witnesses and pleas to the other counsel.
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 |
|---|---|---|
| JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion. | Consults other employees, if necessary or useful, for bigger and complex decisions or where there are several options Always rewards oneself after making a nice judgment call or decision and jots down how good it made one feel | 2 |
| KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity. | Maintains a neat job performance record; does quality work, shows up on time and keeps a good attendance history Remains calm and composed even when facing difficult situations or working under pressure | 2 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Spells out exactly how an employee's actions negatively impact the organization instead of addressing own frustrations Makes sure that the feedback does not embarrass the other person or make them feel bad about it | 2 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Postpones major work changes such as new projects or changing departments when feeling stressed or anxious Sets realistic goals in order to avoid getting frustrated when they are not achieved and takes time to celebrate those that have been achieved | 3 |
| REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live. | Breaks a goal down into milestones in order to help make a plan for achieving it later on Considers personal limitations and writes them down in order to come up with a complete picture of the challenges one might face | 3 |
| RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly. | Gets to know team members' strengths, skills, and the type of work that motivates them in order to match them with the perfect tasks Continuously updates the resource capability database with pertinent information in order to keep track of every resource | 2 |
| BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world. | Employs active listening techniques, makes good eye contacts, and pays special attention to speakers Sends a special thank-you note to everyone, responds to all messages, and calls back immediately | 3 |
| RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business. | Tries to examine problems from a different point of view Breaks bigger issues into smaller manageable parts when faced with complex situations during research | 2 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Seeks for extra assistance from colleagues on complex concepts learned in training sessions Shows interest to learn new skills and is making an effort to develop a positive attitude towards complex training sessions | 2 |
| WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company. | Puts extra effort to understand the audience in order to target the message in reports and proposals appropriately Shows willingness to learn the value of good written communication when writing reports and proposals | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| JUDGMENT SKILLS: Describe a time when you have had to think on your feet in order to extricate yourself from a difficult situation. What was the outcome In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines? | [employee comments] |
| KNOWLEDGE OF JOB: What steps have you taken in the past to adjust your style when it was not meeting a project's expectations? What techniques do you use to plan your daily tasks? How effective have they been? | [employee comments] |
| GIVING FEEDBACK: How often do you discuss a person's performance with him/her? Give a specific example What techniques have you used to track an employee's performance in order to give the best feedback? | [employee comments] |
| HANDLING STRESS: Can you describe a situation at work that really stressed you out to the maximum? How did you handle it? Which specific areas in your current department do you find to be the most stressful? | [employee comments] |
| REALISTIC GOAL SETTING: Is there a time when you have faced challenges setting goals? What were the challenges and how did you overcome them? What are some of the things that you have done to improve your ability to set realistic goals? | [employee comments] |
| RESOURCE USE: What basic rules have you followed for successful resource planning? How has this helped you to manage resources effectively? What are some of the project management tools that you have used to keep track of your projects or automate important aspects of a project? | [employee comments] |
| BUSINESS ETIQUETTE: Can you think of an instance where you felt you had raised your voice? How did you correct the situation? What would you like to improve about yourself in order to be more pleasant to work with? | [employee comments] |
| RESEARCH: How often do you encourage colleagues to employ analytical skills when examining the consequences of a certain solution? How often do you break bigger issues into smaller manageable parts when faced with complex situations during research? | [employee comments] |
| TRAINING OTHERS: What are you doing to learn new skills and to develop a positive attitude towards complex training sessions? Do you seek for extra assistance from colleagues on complex concepts learned in training sessions? | [employee comments] |
| WRITING REPORTS AND PROPOSALS: How often do you encourage others to acknowledge cited works? Can you think of a situation you failed to use an appropriate writing style? How did you correct the mistake? | [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: |