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

A Pediatric Psychologist is responsible for promoting the health, well-being and the proper development of children and that of their families. They examine any signs of development delays, learning disabilities, and confusion in adolescents and develop appropriate treatment guideline for them. He/she will also get to promote child affair policies especially those that are related to health.

Beside the primary role, other responsibilities include; conducting research to study on pediatric issues, undertake diagnosis and treatment of mental disorders in children, examine the behavior of family members to have a better understanding of the dynamics of the family, conduct various interviews and record data, devising treatment plans for the patients, offering proper information to the family, providing counseling sessions to the child and family and improving pediatric services.

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

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.

Exudes a great wealth of knowledge and present concrete facts while negotiating.

Uses great verbal communication abilities to try to pass ideas across in a clear manner.

2

SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds.

Checks areas of concern in the facility to ensure that precautions have been met

Goes beyond the regulations; addresses all safety hazards, whether they are covered by laws or not

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.

Ensures the project's or task's success through ongoing monitoring and communication as well as provision of credit and the required resources

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

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

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.

Keenly plans and coordinates or both the long term and short term goals

Files projects details systematically to avoid a mix-up in information

3

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Maintains the highest levels of personal integrity that make them admirable

Uses the promises made as the bond, always sticking by them

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.

Makes a clear statement of how one feels, without becoming angry, irritated or defensive, no matter the number of times one has to repeat oneself

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

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.

Avoids talking when one knows that what they are thinking or want to say may be taken the wrong way or get one in trouble

Gets constant feedback from other employees in order to know own strengths and areas that need improvement

2

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.

Performs own tasks as early as possible in order to have time to devote to unexpected or last minute responsibilities

Compares finished work or observations to the expected results in order to find inconsistencies

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.

Knows how a product can be integrated with or connected to other things

Demonstrates willingness to understand how products address the needs of clients

2

Self Evaluation

Self Evaluation Question

Employee Comments

NEGOTIATION SKILLS:

When negotiating how well do you take charge of the process?

Have you ever backed out of negotiation process and what was the outcome?

[employee comments]
SAFETY AT WORK:

Describe a time when an accident happened at work. What caused the accident? What did you do to help those who were involved?

Can you describe a time when you missed an incident of serious negligence? What happened?

[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?

How do you ensure that the person you assign a task has understood all the instructions?

[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]
PLANNING AND SCHEDULING:

Are there any new goals or responsibilities that you have assumed since your last evaluation?

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

[employee comments]
DEPENDABILITY:

Are you willing to do whatever it takes to get the job done no matter the situation?

Are your work results and your reliability in harmony and dos your record show that?

[employee comments]
PERSISTENCE:

How do you motivate your team members to remain persistent? Can you give an example of a time when this was practical?

What have you done in the past to become successful in achieving your goals?

[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]
MANAGING DETAILS:

How do you manage distractions at work? Describe a time when a project or task you were working on faced a major distraction

What are some of the things you have done or skills you have acquired to improve your ability to manage details at work?

[employee comments]
PRODUCT KNOWLEDGE:

What efforts are you making to improve your understanding of different product specifications?

How often do you adhere to procedures and policies that guide products and services?

[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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