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

A Human Services Program Specialist has the role of performing specialized administrative and operational tasks in a bid to support human services program of the organization. He/she will offer the necessary support to program experts in all matters to deal with administration and program operations. He/she will ensure that the programs have a positive effect on the community as a whole.

In addition to that primary role, he/she will also undertake the following roles; conduct client interviews, coordinate completion of all program projects, perform program evaluation and assessment to determine their effectiveness, perform technical administrative duties, handling disciplinary issues of the employees, preparing program reports, and facilitating meetings and conferences alongside other assigned roles.

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.

Demonstrates a good ability to a make sound administrative decisions with fairness.

Effectively maintains proper records in an organized manner to avoid duplication or loss of data and information.

2

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Defines and clarifies the issue or situation at hand to determine whether it warrants action or whether it is important, urgent or both

Avoids snap judgment and decisions; takes the time to jot down potential solutions to situations before making a call

2

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Defines clear and realistic goals and comes up with ways that enable one to accomplish the goals effectively

Remains calm and composed even when facing difficult situations or working under pressure

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.

Receives feedback positively and is always ready to disagree without getting defensive or angry

Regularly expresses appreciation of others for what they have done or are doing

3

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

Shows keenness while exploring the issue or topic at hand as well as issues surrounding it and reasons behind it

Takes thoroughness to a new level and energizes other colleagues to work carefully

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.

Comes in early and stays late in order to complete a project or task on time

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

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

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

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Practices mindfulness in order to ease mental problems and think in an effective way

Takes the time to differentiate good sources of information from the bad ones in order to get the right information

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.

Participates in ongoing educational opportunities or professional development programs in order to improve own personal and professional skills

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

2

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Gives new employees a clear sense of the company's core business strategy as well as an understanding of its products and services

Makes sure that all employees know what quality work means to the company and consistently communicates ways to improve work quality

2

Self Evaluation

Self Evaluation Question

Employee Comments

ADMINISTRATIVE SKILLS:

How well do you handle your administrative roles to ensure you deliver good results.

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

[employee comments]
JUDGMENT SKILLS:

Can you think of a context or situation where you needed to demonstrate judgment? How was the situation resolved?

In your opinion, what factors should one consider when comparing the pros and cons of two potential vendors for processing payroll?

[employee comments]
KNOWLEDGE OF JOB:

Can you describe two instances when you have demonstrated knowledge of job at work?

What techniques do you use to plan your daily tasks? How effective have they been?

[employee comments]
ASSERTIVENESS:

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

If a colleague was facing a clash of personalities, what steps would you take to make the working relationship run smoothly?

[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:

What are some of the things that get you dedicated and devoted to your work?

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]
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]
PRACTICAL THINKING:

Some situations require one to think in a practical manner while others require critical thinking. Can you give an example when you have used the two strategies to solve a problem at work?

Describe a time when you have had to analyze a problem and come up with possible solutions. 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?

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]
QUALITY OF WORK:

How do you make sure that projects instructions are clear to your team members?

What are some of the tools that you have used to check for information accuracy before working on it?

[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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