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

A Community Health Outreach Worker is responsible for providing the medically underserved people with information about health and disease prevention as well as assisting them to adopt a healthy lifestyle. He/she is tasked with making connections and building sustainable relationships with the targeted population and traveling to homes, community agencies, and religious organizations.

Besides that major role, he/she will be tasked with performing other responsibilities like; facilitate and coordinate community health events within the community, conduct health presentations to the community members during outreach programs, attending health-related meetings, organizing and participating in community health training, monitoring and reporting the progress of health programs and keeping health related data.

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

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.

Clearly marks a potential safety concern by placing an appropriate visible sign in a place where the potential hazard could occur

Requires employees to read material safety data sheets for chemicals in order to know how to handle specific chemicals

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.

Is highly regarded as dependable by both management and the team working together

Can be relied upon to handle urgent tasks that no one wants to handle

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.

Says what's on one self's mind, but does it in a way that protects the other person's feelings

Always clear and direct to the point when answering a question; never leaves a questioner with a half-baked answer

2

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

Avoids overloading oneself with last minute deadlines and large simultaneous projects

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

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

Always presents a competent, calm and professional image to customers and other company's employees

Gets to work on time every day and completes all the assigned tasks on time with minimal supervision

2

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.

Acts professionally at all times and works within the boundaries of the company processes and legal constraints

Monitors one's own emotional responses and remains controlled at all times

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 a personality assessment in order to identify own tendencies and biases and how they influence own judgment, analysis, and decision-making

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.

Communicates projects' instructions effectively and asks team members to paraphrase what one has said to make sure that they have understood the concept

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

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 give an example of a time when you had to stop an important process due to the danger of imminent accidents?

[employee comments]
DEPENDABILITY:

Are you available when you need to complete a task or handle a difficult customer?

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

[employee comments]
ASSERTIVENESS:

Can you describe a situation where you were able to strengthen a relation with a colleague by using effective communication?

How often do you encourage your colleagues to get into groups in order to make decisions that should be made jointly?

[employee comments]
ATTENTION TO DETAIL:

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

What tools/techniques do you use to check your work? Why do you use these tools/techniques?

[employee comments]
COMMITMENT TO THE JOB:

Can you give an example of a time when you had to go above and beyond the call of duty to have a task accomplished?

Have you ever been in a situation where you had to lead a group of colleagues? How did you handle it?

[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?

Would you rather design procedures and plans or implement/manage them? Why?

[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?

What behaviors, workplace events or actions limit or destroy your personal drive? What do you do to get back on track?

[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]
USING COMMON SENSE:

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

What have you done to avoid the most common arguments with your colleagues and customers?

[employee comments]
QUALITY OF WORK:

What do you think your company should do to fix some of the most common quality-related issues?

How do you help new members of your team cope with the agreed team standards and values?

[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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