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

A clinical services director offers clinical directions in community health outreach programs. Using their clinical knowledge, they perform administrative functions based on the program as well as coordinating the running of clinical services.

Specific tasks include negotiating and drafting writing agreements with other service agencies and making sure that there is a seamless collaboration between all the relevant parties for the best clinical outcomes. In addition, they are responsible for recruiting clinical staff and coordinating the health care team in all clinical units. They also guide and monitor program certification and quality assurance procedures as well as coordinating emergency calls and making sure they are addressed promptly.

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

INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc.

Manages emotions and feelings well enough that it does not affect the process.

Maintains a good sense of positivity before, during and after the interview.

2

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Keeps a selection of simpler projects or smaller tasks and performs them while waiting for inspiration or information on a larger project

Posts one's to-do list in a prominent place spot in order to remind oneself what really needs to get done

2

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Defines or redefines the company's mission in order to enable the key people to share the same view of the company's philosophy, goals, and future direction

Pays attention to the human resources required for the plan to succeed

2

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Uses personal skill and ability to manage a messy team to emerge one of the best

Plays three vital roles in managing others ? counselor, friend and boss while managing all the three efficiently

3

ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong.

Learns to say "no" when there is need to do so, and goes with what is right

Decides on wording; thinks through not only about what to say, but how to say it

3

COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization.

Shows eagerness to promote the company's products and services to customers in order to make the customers feel part of the company's long-term success

Abides by company's policies, rules, and procedures and helps ensure other colleagues do the same

2

EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Observes a person to see how they respond to change:- whether they are cheerful or complaining when handling new tasks

Looks for evidence that a person sets clear goals that match the company's objectives

2

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Prepares for any contradictions by practicing own pitch and giving it a thorough evaluation before meeting the person one wants to persuade

Puts oneself in the other person's shoes in order to understand the other person's feelings, motives, and situation better and build trust

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.

Does not let other employees waste own time with gossip; sets boundaries at work in order to complete the assigned work correctly and on time

Compares finished work or observations to the expected results in order to find inconsistencies

2

MEETING MANAGEMENT: Meeting Management is the skill to know and understands the reason why an official meeting should be held and who should attend.

Promotes off-site meetings that can enhance the energy of participants due to changes in scenery

Demonstrates willingness to learn more meeting management skills to improve future meetings

2

Self Evaluation

Self Evaluation Question

Employee Comments

INTERVIEWING:

Describe an interview you have attended, and you felt you did not perform well?

What is the one question you find challenging to answer during an interview and why?

[employee comments]
MULTI-TASKING:

Describe a situation that required you to do a number of things at the same time. How did you handle it?

What is the most difficult multi-tasking experience you have ever had? What did you do and what was the outcome?

[employee comments]
STRATEGIC PLANNING:

Can you describe a time when you have anticipated the future and made changes to current operations to meet future needs?

Can you describe the techniques or methods that you have used to develop a strategic plan for your company or department?

[employee comments]
MANAGEMENT SKILLS:

How do you organize a department or the team to ensure they perform well?

Do you support the employees and the projects they are undertaking to ensure they reach their goals?

[employee comments]
ASSERTIVENESS:

Can you think of a situation where you felt you had not communicated well? How did you correct the situation?

Have you ever been in a situation where you were motivated to question your employer's decision?

[employee comments]
COMMITMENT TO THE JOB:

Are there instances in which you anticipated problems, and you were able to suggest solutions and influence a new direction?

Have you ever been overloaded with work? How do you manage your work so that it gets done on time?

[employee comments]
EVALUATING OTHERS:

Describe a time when you went into a performance review without preparation. How did it go?

Is there a time when you felt you did not get what you expected from your evaluation? Why? What did you do?

[employee comments]
PERSUADING OTHERS:

What are some of the things that you have done to improve your ability to persuade others?

In your opinion, which is the best time to persuade others? Explain your answer

[employee comments]
MANAGING DETAILS:

Is there a time when you have failed to deliver a project on time because you didn't have all the required information? What happened?

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]
MEETING MANAGEMENT:

Can you think of a time where you invited unnecessary participants? How did you correct the situation?

Which approaches are you employing to hold more creative meetings and do you leave room for creativity?

[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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