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

A claims supervisor is tasked with the primary responsibility of supervising the claims representatives and ensuring that the claims are reported accurately. He/she reviews the analysis of the liability of the insurance company done by the claims representatives as well as negotiating with clients for out-of-court settlements.

Besides that, he/she is also tasked with overseeing the investigation of insurance claims, negotiates claims and approves payment, ensures claim forms are complete and accurate and gets missing information from clients. He/she also attends court hearings on issues to do with claims processing and management, determines client coverage by reviewing insurance policy and claim file, investigates claims if need be.

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

ORGANIZED WORKPLACE: Organized Workplace is a vital characteristic that helps the business to thrive for long term due to the sense of structure and order which efficiently promotes the team spirit.

Does the work assigned in the required manner and meets deadlines.

Respects all workmates whether in authority position or not and follows all protocols.

2

ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws.

Gives other people the work to proofread before presenting it.

Demonstrates zero tolerance for any mistakes that can be found in any work.

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.

Analyzes data from different focus groups in order to help select proper packaging for a new product in the company

Selects the best option and avoids vagueness or weak compromises in trying to please everyone

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.

Does not stock one's work; prioritizes and schedules own tasks and delivers quality work without missing deadlines

Regularly asks for feedback in order to know what others expect, any weak areas and what one needs to work on first

3

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Able to challenge bias, stereotyping and intolerance, and creates an atmosphere that is respectful towards everyone

Does not just want to be right to proof a point, rather, is truly interested in the best outcome or solution to a problem

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

Creates a detailed work plan that outlines each key job functions and uses it as a guide when one gets distracted or interrupted

2

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

Looks for evidence that a person is committed to developing new skills that help improve the company

Looks at how consistent a person is in finding new effective ways to perform tasks or solve issues

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

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.

Creates a recognition program and hands out bonuses in order to show appreciation for employees' hard work and attention to quality standards

Avoids micromanaging; gives employees time to think for themselves and brainstorm ideas in order to produce exceptional results

2

ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business.

Encourages others to think out of the box when coming up with a solution to solve a problem

Understands a good number of data collection techniques and makes an effort to collect the right information

2

Self Evaluation

Self Evaluation Question

Employee Comments

ORGANIZED WORKPLACE:

Has the company given you all the essential things you require to perform your duties/

What areas do you feel you need improvements when it comes to being organized at work?

[employee comments]
ACCURACY:

Are you keen when it comes to gathering data and information?

How much time do you dedicate to ensure you deliver an error free task?

[employee comments]
JUDGMENT SKILLS:

Can you give two examples of situations where you have used logic and good judgment in solving a problem? How did you go about it?

Can you describe step by step, how you would brainstorm possible themes for a fundraising campaign in your company?

[employee comments]
KNOWLEDGE OF JOB:

In your opinion, do you think knowledge of your area of responsibility had benefited your company in any way? If yes, how?

What is the most difficult and challenging thing about your job? How do you handle it?

[employee comments]
EMPATHY:

In your opinion, what are the ingredients in building and maintaining good relationships with colleagues at work?

Can you think of a time someone interpreted something you said negatively, even though you didn't intend for it to be negative?

[employee comments]
ATTENTION TO DETAIL:

Is there a time you identified an error that had been overlooked by a colleague? What did you do to fix it?

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]
EVALUATING OTHERS:

How do you prepare for an evaluation process? How do you make sure that a person knows exactly what you are looking for?

In your opinion, do you think evaluating a person can give an adequate reflection of their character?

[employee comments]
USING COMMON SENSE:

When is the last time you failed in a project because you did not use common sense? How did you rise up?

How do you go about making decisions? How do you calculate your next action when solving a problem?

[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]
ANALYTICAL SKILLS:

Can you describe a task you did that tested your analytical abilities?

Can you describe a situation where your analytical outcome was incorrect? How did you solve the problem?

[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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