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

A Licensed Psychologist is responsible for studying the mind, the behavior, memory, and mental health disorders of the general population. They help to promote safety, understanding, and knowledge in matters to do with good mental health. He/she will also aid in helping people know how to deal with mental related issues.

Depending on the specialty, he/she can perform the following functions: research changes in behavioral patterns of individuals, undertaking treatment, diagnosis, and prevention of mental disorders, examine behavioral trends of the general public, collect information through observations other data collection methods and conducting scientific research on mental related issues in order to add to the existing knowledge.

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

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.

Explains the specific goals for each task and how one will know whether or not an employee has accomplished the goal

Assigns smaller tasks to newer employees in order to build their competence and confidence

2

PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done.

Assists co-workers plan their daily workload and remain organized always

Regularly sets aside ample time to organize and plan the workload without favoritism

2

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Figures out ways to know if one is right about a certain observation on a person's behavior in order to avoid drawing false conclusions

Takes the stated disciplinary action when a person fails to follow one's policies

2

PEOPLE READING: People Reading is the ability to creatively and quietly read the important non-verbal intuitive cues that people give off without their knowledge.

Avoids focusing on the person's negative traits and makes an effort to concentrate on the positives

Notes the length of a person responses. Short responses to questions could mean that the person is frustrated, while long responses could mean that the person is happy with the conversation

2

PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face.

Listens carefully and learns from the advice given by colleagues, customers, and competitors on how to improve one's approach towards a certain goal

Continues on without being affected by what others think about oneself, or without being appreciated by other colleagues

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.

Commits one's own time and energy to see that goals are achieved the right way and in a timely manner

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

2

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Clearly describes which tasks or activities need to be accomplished and defines clear strategies to produce successful results

Seeks support from the top management in clarifying goals, overcoming goal-related problems, or freeing up resources

3

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Keeps abreast of technological change and finds the easiest ways to develop knowledge and new skills needed to undertake new projects

Is able to manage competing priorities and meet tight deadlines effectively

2

TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace.

Makes attempts to apply skills learned in training session to advance skill set and career

Encourages team members to share concepts learned in training sessions

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.

Makes enough effort to search for the best sources of information

Shows willingness to learn how to work with numbers and figures and how to interpret mathematical information

2

Self Evaluation

Self Evaluation Question

Employee Comments

DELEGATION:

Is there a time when you have made a terrible mistake due to poor delegation skills? What happened and how was it resolved?

What are some of the things you have done to improve your delegation skills?

[employee comments]
PLANNING AND SCHEDULING:

Do your planning skills need improvement or are they ready to go?

Are you well versed with the IT systems for planning and scheduling?

[employee comments]
MONITORING OTHERS:

What are some of the monitoring policies you have in your company? How do you make sure the employees follow the policy of timekeeping?

Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why?

[employee comments]
PEOPLE READING:

What measures do you take to make sure someone feels comfortable in an environment that is obviously not comfortable?

What have you done to further your understanding and knowledge about reading people? How have you demonstrated your learning at work?

[employee comments]
PERSISTENCE:

How do you show persistence in the workplace? Describe a situation that has forced you to remain persistent at work

Is there a time you have persuaded your manager to accept an idea that you knew he/she would not like? What resistance did you meet and how did you overcome it?

[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?

If you were given a management role, how would you create a working environment that employees found motivating?

[employee comments]
GOAL AND OBJECTIVE SETTING:

How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals?

What do you look for in team members when setting goals for the team? How do you keep track of your team goals?

[employee comments]
PROJECT MANAGEMENT:

How do you motivate your project team and communicate with the stakeholders? How has this contributed to the success of your projects?

What is the greatest challenge you faced on your last project? How did you overcome it? What lesson did you learn?

[employee comments]
TRAINING OTHERS:

How often do you encourage team members to take part in training sessions?

Do you seek for extra assistance from colleagues on complex concepts learned in training sessions?

[employee comments]
ANALYTICAL SKILLS:

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

How often do you encourage others to use appropriate oral and written communication skills when sharing an analysis?

[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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