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

A social services director plans, organizes, and coordinates all the activities in the social services department. He/she sets goals and policies to ensure that the facility be it a nursing home or any other meets the specific needs of the residents.

Other tasks include planning and organizing admissions into the facilities and planning budgets for the facilities. They are also responsible for seeking more funds for running the facilities and participates in the recruitment of the staff to care for the varying needs of the residents. In addition, he/she evaluates the performance of the employees. Lastly, they ensure that the on-going programs within the department meet the quality assurance guidelines

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

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.

Shows appreciation of other people's contribution by using verbal and nonverbal communication skills such as nodding, maintaining good eye contact and smiling

Shows interest in what someone else has to say through appropriate questioning, clarification, reflecting and summarizing skills

2

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

Takes time to research and analyze the strengths and weaknesses of competing companies

Performs repetitious or routine tasks with attention and care and follows the required procedures to ensure all parts of the tasks are complete

2

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.

Constantly shares best practices and industry trends that help a company create outsized incomes

Trains and takes online courses in order to improve one's own skills in a way that best serves the company

2

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

Regularly reviews feedback from the customers in order to know the quality of work a person delivers

Checks a person's rate of completion of tasks and evaluates the quality of the tasks to ensure they are on the right track

3

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

Speaks in the affirmative in order to maintain directness and keep one's own intentions clear

Plans what one intends to say before one does so and then delivers it with conviction and confidence

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

Looks for people who have already accomplished similar goals, learns what they have done, and follows their steps towards accomplishing own goals

2

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Looks at the company as an outsider and reviews its strengths and weaknesses in order to identify areas of opportunity and improvement

Identifies the core competencies that one will require and begins to develop those competencies in order to be better positioned for the markets in the future

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.

Stays abreast of industry trends that help one perform own tasks faster and better and become more efficient

Works closely with other employees to encourage them to maintain high-quality standards in their work

2

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Finds a place for everything so that resources, data and all the tools needed for projects are easily accessible; maintains a clear project team structure

Is able to manage competing priorities and meet tight deadlines effectively

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.

Agrees on high standards and quality on the outset, when working with a client or other employees

Keeps a quality chart in order to identify the biggest quality issues as well as areas with the most quality problems

2

Self Evaluation

Self Evaluation Question

Employee Comments

ASSERTIVENESS:

Is there a time you had to speak up in order to be sure that other people knew what felt or thought?

Can you think of an occasion when you have had to motivate and boost the morale of your colleagues?

[employee comments]
ATTENTION TO DETAIL:

Do you prefer to work with the "details" or the "big picture" of a situation?

Are there times you have had difficult experiences working with details at work? How did you go about that?

[employee comments]
COMMITMENT TO THE JOB:

Are there times you have come in early or stayed late in order to meet a deadline?

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

[employee comments]
EVALUATING OTHERS:

What techniques have you used to evaluate others? What have you done to improve these techniques?

How do you think a company benefits from regularly evaluating its employees?

[employee comments]
PERSUADING OTHERS:

Describe a time when you have used persuasion to convince someone to see things your way. What tips did you use?

Describe the most difficult persuasion exercise you have conducted. What made it difficult and how did you go about it?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Describe one of the greatest accomplishment in your career life. What are some of the challenges you faced along the way?

Is there a time when you were working on an important goal, but then you realized that you couldn't achieve it when you were already halfway done? What did you do?

[employee comments]
LONG RANGE PLANNING:

Describe the most recent long-range plan you have been involved in. What are some of the information you needed to start the process?

In your opinion, do you think most start-ups fail due to lack of long-range planning or due to poor management? Explain your answer

[employee comments]
MANAGING DETAILS:

How do you manage distractions at work? Describe a time when a project or task you were working on faced a major distraction

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]
PROJECT MANAGEMENT:

What communication plans have you used to convey an important message to your team? How have you confirmed the accuracy of information received or sent?

What is the greatest challenge you faced on your last project? How did you overcome it? What lesson did you learn?

[employee comments]
QUALITY MANAGEMENT:

How have you helped your team members produce quality work? How has this improved the overall productivity of the team?

What systems have you used to manage information and improve quality effectively? Would you recommend these systems to other companies?

[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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