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

A casualty claims representative works for insurance companies, and they are obligated with the primary responsibility of investigating claims by customers who have suffered personal injury or damage to vehicles and other properties covered by the insurance. He/she evaluates the damage done and calculates the amount of compensation the customer has to be paid.

Besides that, they also get to handle the following related tasks; ensuring that all claims are genuine, track, record and follow up on any fraudulent claim actions, maintain claim files, prepare claim reports for data processing and subsequent presentation and report any claim irregularities that might occur.

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.

Less distracted by the workplace disorganization and delivers the right results.

Does away with obsolete and unwanted work items to create even more space

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.

Puts views and opinions in a non-confrontational manner and keeps cool when things get out of hand.

Shows willingness to compromise when the deal seems not to be going through for the interest of parties involved.

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.

Maintains a neat job performance record; does quality work, shows up on time and keeps a good attendance history

Offers junior and new employees guidance and encouragement and teaches them how to handle different tasks and set goals

2

DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome.

Includes details and straightforward instructions in order to avoid most communication gaps and allow tasks to be executed effectively

Asks the person assigned the task to paraphrase the assignment or request in their own words to make sure that they understand what they are supposed to do

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

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.

Provides mentoring, coaching and stretching assignments that help colleagues and team members to develop to their full potential

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

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

Listens intently when a person talks about their goals and achievements. A person who talks passionately about their dreams is a doer while one who boasts about them isn't

Looks at a person's level of innovation. A person who comes up with a new solution to a problem, thinks outside the box and successfully takes risks on their own is considered to be highly creative

3

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.

Slows down when one is upset or stressed; refrains from making hasty decisions in order to avoid hurting others

Remains calm even when one is upset and empathizes with others instead of kicking them when they are going through a hard time

2

MEETING MANAGEMENT: Meeting Management is the skill to know and understands the reason why an official meeting should be held and who should attend.

Reviews the participants list during a meeting to ensure most of the important participants have attended

Makes effort to follow up on a meeting and documents most of the responsibilities and tasks assigned

2

WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company.

Puts extra effort to understand the audience in order to target the message in reports and proposals appropriately

Understands several components of writing reports and proposals and is willing to learn more

2

Self Evaluation

Self Evaluation Question

Employee Comments

ORGANIZED WORKPLACE:

Do you feel that you follow all the rules and regulations to the letter?

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

[employee comments]
NEGOTIATION SKILLS:

Give an instance that you managed to negotiate on something. What was the result?

Describe your best and worst moments of any negotiation process you have been part of?

[employee comments]
KNOWLEDGE OF JOB:

Is there a time when you faced a problem because you had not understood a certain concept in a project? What happened?

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

[employee comments]
DELEGATION:

Can you describe a time when you have solved a major company problem due to an effective delegation of tasks?

Would you train a new employee to perform a certain task for you or would you prefer an employee who already has the required skills to handle the task? Why?

[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 factors do you consider when selecting the right people for your strategic planning team?

[employee comments]
EMPATHY:

Think of a time you had to address an angry client. How would you assess your role in diffusing the problem?

Have you ever decided to delay presenting some information to a colleague because you felt the timing was not right?

[employee comments]
EVALUATING OTHERS:

What techniques have you used to evaluate others? What have you done to improve these techniques?

Is there a time when you felt you did not get what you expected from your evaluation? Why? What did you do?

[employee comments]
USING COMMON SENSE:

How have you used common sense at work to meet your goals? Give a specific example when this happened

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

[employee comments]
MEETING MANAGEMENT:

What are you doing to ensure that you start and end meetings as scheduled?

What efforts are you making to follow up on meetings and document all the assigned tasks?

[employee comments]
WRITING REPORTS AND PROPOSALS:

What are you doing to improve how you connect with target audience when writing reports and proposals?

Can you think of a situation you failed to use an appropriate writing style? How did you correct the mistake?

[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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