Use this step by step explanation to craft a good employee performance feedback review for a corporate claims examiner. Find the right words with quality phrases.
A corporate claims examiner is tasked with the primary responsibility of reviewing settled insurance claims to ensure that payments are made in the right manner following the stipulated policies. He/she reports any overpayment or underpayment given by the company to the insured and confers with the legal team on matters of litigation.
In addition, he/she can perform the following tasks: enter claim payments, reserves and new claims; resolves any complex issues that pertains to claims; maintain all claim records and files whether digital or hard copy; verify data before any claim payment is made to the insured and making any claim data accessible when needed.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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. | Always shows great enthusiasm when it comes to handling work issues Good knowledge of all work related items and can access them when need be. | 2 |
| NEGOTIATION SKILLS: Negotiation Skills are a deliberative process by which people settle their differences through an acceptable agreement to both parties to co-exist without argument and dispute in the workplace. | Shows great skills and abilities when it comes to wrapping up deals. Uses great verbal communication abilities to try to pass ideas across in a clear manner. | 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. | Compares the leadership potential and personal commitment of different project team members when choosing a project manager Selects the best option and avoids vagueness or weak compromises in trying to please everyone | 2 |
| MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball. | Selects one's tasks, with a general sequence of events in mind, in order to complete them without needless repetition or redundancy Thinks about whether there are resources to manage or distribute other than own time and attention | 3 |
| 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. | Gives each employee sufficient time to accomplish the specific objectives assigned to him/her Pays attention to the human resources required for the plan to succeed | 2 |
| 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. | Rewards and praises colleagues for their accomplishments and strengths, and provides constructive feedback designed to focus on how to improve Maintains an eye contact when having a conversation with a colleague and does not let one's own gaze drift all over the place | 2 |
| 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 Watches to see whether or not a person is able to remain calm and composed when facing a difficult situation or when under pressure | 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. | Takes responsibility for own mistakes and shows the willingness to do better; refrains from blaming others Takes the time to read and gather information that will help one to form reasonable opinions and make valid decisions | 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 Relies on existing solutions and examples when dealing with a problem | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| ORGANIZED WORKPLACE: Are you are reliable workmate? If yes, what have you done to show that? Is there teamwork in the organization? How do teams perform when assigned tasks and projects to handle? | [employee comments] |
| NEGOTIATION SKILLS: Have you ever been involved in any negotiation process? What did you learn from it? Have you ever backed out of negotiation process and what was the outcome? | [employee comments] |
| ACCURACY: How well do you take in instructions and follow them to the letter? Describe an instance you made an error that led to significant problems and what did you learn afterward? | [employee comments] |
| JUDGMENT SKILLS: Is there a time you have made a difficult decision? How did you handle the feedback? Is there a way you could have handled the situation differently? Is there a time when you have made a terrible mistake due to poor judgment? What was the mistake? How was it fixed? | [employee comments] |
| MULTI-TASKING: What system do you use to keep track of multiple projects? How has this helped you meet deadlines? What are some of the resources you have used for effective multi-tasking other than your own time and attention? | [employee comments] |
| STRATEGIC PLANNING: If you were assigned a new project, what are the steps you would take to get the project moving and on track? What goals have you set for your career? What is your plan to achieve them? | [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] |
| EVALUATING OTHERS: Describe a time when you went into a performance review without preparation. How did it go? What ways, if any, have you used to help underperforming colleagues improve their performance? | [employee comments] |
| USING COMMON SENSE: What have you done to improve your ability to use common sense at work? When is the last time you apologized to a colleague? What had you done and why did you feel the need to do this? | [employee comments] |
| ANALYTICAL SKILLS: Can you describe a task you did that tested your analytical abilities? What efforts are you making to improve your knowledge to work with numbers and figures? | [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: |