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

A Vocational Rehabilitation Administrator is tasked with managing a wide variety of rehabilitation programs in both the public and private sectors. He/she will ensure that all rehabilitation programs established achieve their sole intended purpose in a very effective and efficient manner. They aid in pooling resources together to ensure the programs are well funded.

Besides that, they also get to perform other key functions that include; participate in relevant research programs, assist proper planning and budgeting for the rehabilitation programs, perform supervisory roles to ensure that all rehabilitation programs are undertaken in a professional and legal manner, reporting on the progress of the programs and performing evaluation of the rehabilitation programs.

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

ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team.

Adheres to all company policies, rules, and regulations and ensures all those he leads follows the same path.

Shows good customer service abilities and knows how to make a visitor feel at ease and comfortable.

2

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Focuses primarily on own strengths in order to complete tasks or projects and feel more successful on the job

Makes realistic lists for the day in order to increase motivation to accomplish goals and gain momentum from crossing things off the list once they are complete

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.

Considers the potential impact of the company's objectives on both revenues and expenses in order to prioritize and reflect them in future budgets

Involves experts who have experience with implementation and operations and ensures that the strategic plan is analyzed critically by them

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.

Displays exemplary behavior in every aspect of the work given

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.

Finds ways to get self needs met without sacrificing others' needs in the process

Holds back, listens and waits for the other person to finish an intended message before giving a response

2

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

Examines technical charts for errors and reviews documents for compliance with established standards

Plays focus enhancing games that help sharpen one's memory and problem-solving skills

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.

Uses critical thinking to analyze one's performance and asks for constructive criticism from qualified colleagues in order to know one's strengths and weaknesses

Has speedy and effective resolution of customers' issues and complaints and often tracks customers' satisfaction

3

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

Looks not only at how well a person closes a deal with a customer but also at how well they work through the whole process

Looks for evidence that a person shows sound judgment when assessing multiple opportunities

2

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

Is willing to keep asking for what one wants even when other people keep on turning one down

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

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

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

2

Self Evaluation

Self Evaluation Question

Employee Comments

ADMINISTRATIVE SKILLS:

Do you think you are a good role model to your junior staff?

Give an instance, or example that you can say is your proudest moment of being in an administrative capacity?

[employee comments]
MOTIVATING OTHERS:

What are some of the projects or tasks you have tackled without being asked or supervised? How did you push through difficulties?

What qualities do you prefer in a supervisor? Can you describe a time when you worked with someone like this?

[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?

What tips would you offer anyone who is taking a role that involves strategic planning and accountability for decisions?

[employee comments]
DEPENDABILITY:

Are you willing to do whatever it takes to get the job done no matter the situation?

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:

What techniques do you use to make sure you have the right information about a certain project?

Have you ever needed to persuade your supervisor or someone above you that they had made a mistake? How did the situation turn out?

[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?

What has been your major work-related setback? What happened and how did you manage to keep moving forward?

[employee comments]
EVALUATING OTHERS:

Describe a time when you have had to deliver negative feedback to a colleague. How did you make sure not to hurt their feelings?

What ways, if any, have you used to help underperforming colleagues improve their performance?

[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?

Can you describe a time when you have successfully influenced your team members to embrace change? How did you go about it?

[employee comments]
MANAGING DETAILS:

Describe a project that demanded accuracy from you. How did you go about it and what are some of the challenges you faced?

If a project is not due for several weeks, when do think it's the best time to start working on it 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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