Use this step by step explanation to craft a good employee performance feedback review for a community services block grant/outreach social worker. Find the right words with quality phrases.

A community services block grant/outreach social worker is responsible for creating awareness about the available funding opportunities for low-income individuals. He/she also monitors the processes to ensure that they are aligned with the program policy.

The social worker in this capacity also carries out other duties such as identifying persons who are eligible for the grants and works with other community-based agencies to develop a list of individuals who are in need and process them for the funding. He/she also keeps records of the people who are in the programs and works with the rest of the professionals in the community services block grant program to identify extreme cases.

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

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.

Uses waiting time efficiently; always has a portable task to do such as reading especially in places where one anticipates waiting

Simplifies tasks that one cannot eliminate such as routine tasks and tries to perform them in as much detail as they require

2

SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds.

Checks areas of concern in the facility to ensure that precautions have been met

Regularly checks all tools and equipment in order to make sure that they are well maintained and safe to use

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.

Completely adheres to the laid out company rules without defaulting any of them

Identifies the worthy steps and takes them in executing all the tasks given

2

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

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Limits distractions by trying to work in an area that is conducive to focus and concentrate

Accurately analyzes and prioritizes details and catches details missed by other colleagues

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

Anticipates company's needs and possible problems, and comes up with suggestions to address those needs

2

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Looks beyond the requirements of one's own job description to offer suggestions for problem-solving and improvement of overall company operations

Takes personal ownership in the company's success and accepts full responsibility for oneself and contribution as a team member

3

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.

Operates as an effective representative of the company in both internal and external forums

Feels anxious and have doubts, but has learned how to stop one's anxiety and doubts from overwhelming oneself

2

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

Asks intelligent and thoughtful questions in order to get the other person to open up and talk about what he/she is passionate about

Remains calm in order to avoid an appearance of self-doubt and anxiety and speaks in a clear, straightforward manner

2

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.

Practices mental elasticity; stretches oneself beyond the things others regard to know already

Takes the time to read and gather information that will help one to form reasonable opinions and make valid decisions

2

Self Evaluation

Self Evaluation Question

Employee Comments

MULTI-TASKING:

What system do you use to keep track of multiple projects? How has this helped you meet deadlines?

What are some of the ways and techniques that you have found to make handling of multiple tasks easier and more effective?

[employee comments]
SAFETY AT WORK:

How often do you organize safety training programs for your employees? How has this helped the employees and the company at large?

Can you describe a time when you missed an incident of serious negligence? What happened?

[employee comments]
DEPENDABILITY:

Do you give excuses instead of doing what is right?

Are you a loyal person that your coworkers and management can rely on?

[employee comments]
ASSERTIVENESS:

Is there a time you had to effectively "read" another person in order to guide your actions based on your understanding of their individual needs?

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

[employee comments]
ATTENTION TO DETAIL:

Describe a time when you were confused by a client's request. What process did you use to clarify things?

Can you describe a time when you were able to produce quality work when under pressure? How did you go about ensuring the quality of your work?

[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?

Is there a time you were able to provide your own motivation even though you were working alone? How did you motivate yourself?

[employee comments]
PERSONAL ACCOUNTABILITY:

Can you describe a day when your supervisor was absent, and you had to make tough decisions? What are some of the decisions you made?

Describe a time when you had to admit to your supervisor that you had made a mistake. What happened?

[employee comments]
PERSONAL DRIVE:

What personal and career goals have you set for yourself? What are you doing to make sure that these goals are accomplished?

If you were given a management role, how would you create a working environment that employees found motivating?

[employee comments]
PERSUADING OTHERS:

When selling an idea, it is sometimes useful for one to use real-life stories. Can you give an example of a time when you were able to do that? What was the outcome?

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

[employee comments]
USING COMMON SENSE:

What have you done to improve your ability to use common sense at work?

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]

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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