Use this step by step explanation to craft a good employee performance feedback review for a licensed psychologist manager. Find the right words with quality phrases.
A Licensed Psychologist Manager is tasked with the responsibility of supervising and overseeing all psychological activities including training and research. He/she also selects and assigns roles to staff members and ensures that all activities assigned are done in the right manner and within the stipulated timelines. He/she is also tasked with setting priorities for the various tasks relating to psychological activities.
In addition to that he/she will perform the following roles; conduct employee performance reviews, identify various staff development needs, ensure that all psychological records are maintained properly, monitoring and evaluating of various programs and organizational performances to ensure efficiency and performing other task assigned to him or her from time to time.
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 |
|---|---|---|
| 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 |
| INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work. | Steps back after giving the advice in order to allow others to make their own decisions or discuss important issues Does not judge people when they make mistakes; sympathizes with them and lets them know that one understands that the mistakes they made were only human | 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. | Creates programs that are easy to implement for every employee without being cumbersome Does not leave any detail to chance rather takes everything into consideration | 2 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Finds something good to say about others even when one does not like what they have produced Looks at a person's punctuality and attendance:- whether or not a person has attained perfect attendance to work and meetings | 2 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Avoids looking at a person up and down so that they don't notice that something is up Takes note of a person's clothing in order to know their culture, image, or style | 3 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Is willing to keep asking for what one wants even when other people keep on turning one down Remains calm in order to avoid an appearance of self-doubt and anxiety and speaks in a clear, straightforward manner | 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. | Sets goals that are hard but possible to accomplish in order to produce high levels of performance Breaks down complex goals into smaller and manageable chunks and delegates the chunks to the team members for easier accomplishment | 3 |
| MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked. | Asks own bosses for regular performance feedback or suggestions for improving own efficiency and productivity Works closely with other employees to encourage them to maintain high-quality standards in their work | 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 Encourages others to use appropriate oral and written communication skills when sharing an analysis with others | 2 |
| PRODUCT KNOWLEDGE: Product Knowledge is an essential sales skill to understand the features of your product allowing you to present the benefits compellingly and accurately to the customer. | Demonstrates awareness on how to install and configure most products Puts effort to understand most of the procedures and policies that guide products and services | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| NEGOTIATION SKILLS: When negotiating how well do you take charge of the process? Describe your best and worst moments of any negotiation process you have been part of? | [employee comments] |
| INSPIRING OTHERS: What are some of the things you have done in the past to improve your ability to inspire others at work? Can you give an example of two people who have really inspired you in life? What has been their impact on your career life? | [employee comments] |
| PLANNING AND SCHEDULING: Do your planning skills need improvement or are they ready to go? What area can you help in the scheduling of time and workload? | [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? How have you helped a person, who is motivated and excited about his ability, continue to grow and develop? | [employee comments] |
| MONITORING OTHERS: What techniques have you used to monitor employees? Describe how monitoring others have helped improve your company's productivity What have you done to help employees who are struggling to set goals or who seem unwilling to finish a project? | [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 had to convince a difficult colleague to accept your idea? | [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 new skills have you learned to improve your ability to set realistic goals? How has this helped you achieve your goals effectively? | [employee comments] |
| MANAGING DETAILS: How do you make sure that you have all the necessary tools before starting a project or task? Describe a time when you have had to multitask. How did you organize your tasks to make sure that you didn't miss any of them? | [employee comments] |
| ANALYTICAL SKILLS: What steps do you follow when studying a problem before making a final conclusion What efforts are you making to improve your knowledge to work with numbers and figures? | [employee comments] |
| PRODUCT KNOWLEDGE: What efforts are you making to improve your understanding of different product specifications? Have you ever failed to demonstrate how a product can be integrated with another? What did you do to improve? | [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: |