Use this step by step explanation to craft a good employee performance feedback review for a benefits coordinator. Find the right words with quality phrases.

A benefits coordinator is tasked with the primary responsibility for handling and managing of employees? benefits plan. In most cases, he/she will provide the communication link between the employees and their providers comprising of insurance and retirement benefits as well as ensure that the employees get the right understanding of their benefits packages offered to them by their benefits providers.

Besides that, he/she will also get to perform other functions like; giving benefits training to current and new employees, handling queries on benefits plan from the employees, participating in negotiation of collective bargaining agreements, maintaining employees? benefits data and information and makes them available when needed and advising employees on the best saving plans and programs that will suit their needs.

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

PUBLIC SPEAKING: Public Speaking though closely related to presenting differs in that it is the process of performing a speech before a live audience with the purpose of informing, persuading or entertaining.

Handles pressure well and always tries to keep cool when there is panic.

Manages the time given to deliver the speech well and does not extend.

2

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Tries to keep one's emotions reigned in even when there are serious disagreements between collaborators

Constantly reminds group members of the importance of working as a team and emphasizes the importance of collaboration and cooperation

2

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Manages relationships with co-workers and management in a professional manner

Manages others by making all his relationships with staff and management professional

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.

Keeps all commitments and works with coworkers to help them keep theirs

Demands reliability from others especially when working as a team

3

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Trains others on how to work professionally and uphold high standards of co-existing

Provides ongoing coaching to employees that increase their awareness on the importance of professional treatment in the workplace

2

EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched.

Suggests ways to prevent negative emotional effects and ways to address or minimize emotional issues when they occur

Talks to a trusted colleague at work or gets counseling when faced with a difficult situation

2

EMOTIONAL INTELLIGENCE: Emotional Intelligence is the capability to identify your emotions, understand what they are telling me and realize how the feelings are affecting you and the people around you.

Creates healthy dialogues to help bring forward the best solution and demonstrates a sincere appreciation for opposing viewpoints

Does a self-evaluation of one's own emotions, strengths, and shortcomings a few times every day and works on areas that need improvement

2

PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.

Gives up more comfortable and confident options and takes a more challenging path while in order to achieve one's goals

Establishes a periodic check-in halfway between the goals in order to determine whether one has done enough or needs to adjust the timeline

2

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Shares high-level objectives with team members in order to ensure that each individual is in alignment with the company's vision and mission

Sets a deadline for each goal in order to enhance focus and feel motivated to accomplish it

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.

Performs own tasks as early as possible in order to have time to devote to unexpected or last minute responsibilities

Uses appropriate tools to check and ensure that all parts of a task or project are complete before submission

2

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

What was your favorite talk and how did it rate among your audience?

How well are you conversant with speaking different languages that suit different types of audiences?

[employee comments]
COLLABORATING WITH OTHERS:

What are some of the challenges you have faced when working with others? How do you manage to stay focused despite the challenges?

Describe a time when you have had to work with a difficult team member. How did you handle it?

[employee comments]
TEAM BUILDING:

What is your personality? Does it hinder or encourage you to participate?

What is one specific lesson you learned from your team that you could not learn by working alone?

[employee comments]
DEPENDABILITY:

Can your manager depend on you to handle tasks without being asked to do so?

Are you willing to work overtime if the task requires you to do so?

[employee comments]
ETHICAL BEHAVIOR:

Are you reliable to lead the team without showing favoritism to some members of the team?

Are you willing to make serious sacrifices to keep your commitment to the company?

[employee comments]
EMOTION MANAGEMENT:

Can you give an example of a situation where there was tension in the workplace, but you were able to maintain composure?

How do you ensure you have a comfortable and relaxing work space that feels more at home?

[employee comments]
EMOTIONAL INTELLIGENCE:

What is your greatest weakness? Can you give situations when your weakness was tested in the workplace?

Which is one of the most stressful situations you have had? How did you resolve the situation?

[employee comments]
PERSONAL COMMITMENT:

After setting your goals, how do you keep track of your progress? What do you do when you realize that you have done less than you expected?

When is the last time you took a project that demanded a lot of personal commitment? What did you do to remain committed to accomplishing it?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Suppose your goal is to run your own company in the next two years. How will you go about accomplishing this goal?

Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do?

[employee comments]
MANAGING DETAILS:

How would you deal with a team member who is super detail oriented, that he/she always slows the team down?

How have you helped your team members improve their ability to manage details? How has this improved the overall productivity of the team?

[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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