Use this step by step explanation to craft a good employee performance feedback review for an early intervention school psychologist. Find the right words with quality phrases.
An Early Intervention School Psychologist is tasked with the primary role of improving the overall educational experience for the school students through undertaking various interventions, policies, and programs. They work with students who are struggling with their studies through employing psychological and educational techniques to help them improve over time.
In addition to that, they can also get to perform the following; design intervention programs to help the students improve, evaluate the students? progress from time to time, diagnose and treat mental related issues on the students, offer consultation services to the students, parents, and teachers and reviewing students data collected after experiments are done.
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 |
|---|---|---|
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Knows how to receive and give constructive feedback to other people's ideas. Share valuable information that might help solve the various problems that might arise. | 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. | Explains the specific goals for each task and how one will know whether or not an employee has accomplished the goal Takes the time to prepare and develop the discipline to map out exactly what one is asking for | 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. | Supports the company plans with all the necessary documentation as well as filing them for future use Carefully monitors plans and progress of the everyday schedule to see if it needs improvement of change | 2 |
| ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you. | Is infectious. Easily transforms the workplace atmosphere into an exciting, vibrant and positive atmosphere Does not dwell on the negative; does not think about past mistakes or things that cannot be changed | 3 |
| 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. | Avoids quitting at the first sign of difficulty; treats challenges as something to make one stronger and more compassionate Always makes eye contact when restating a request or refusal | 3 |
| 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. | Takes responsibility for prior mistakes and works on ensuring that such mistakes will not happen again in the future Is able to continue moving forward and sustain effort even after a setback or negative feedback | 2 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Strives to understand before being understood; thinks about what the other person wants and how they would want to be persuaded for a particular work or situation Practices and rehearses how to present a situation and gets ready for all possible outcomes | 3 |
| QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer. | Always goes that extra mile; is responsible for a major improvement in own department's productivity Is excellent at estimating the amount of time needed for a project and developing an appropriate plan to accomplish it | 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. | Demonstrates willingness to learn how to work with graphical information Understands a good number of data collection techniques and makes an effort to collect the right information | 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 Shows willingness to understand industry trends, terminologies, and concepts surrounding a product | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INNOVATION: What is the worst decision you had ever made when you were trying to solve a particular problem? How well do you work with a group or team to come up with innovative ideas? | [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 make a decision to delegate work? How do you choose the appropriate employee to handle a certain task? | [employee comments] |
| PLANNING AND SCHEDULING: Is there any area that takes additional time to plan and how do you intend to work on it? How have you been of help to others in accomplishing goals within the set time? | [employee comments] |
| ENTHUSIASM: Think of a time you had an idea and you got other employees to follow you. What was the idea? Is there a time when you did not think a situation could not get any worse and then it did? | [employee comments] |
| PERSISTENCE: Can you describe a time when you were given a project that had an impossible deadline? How did you manage to complete the project in time? What have you done in the past to become successful in achieving your goals? | [employee comments] |
| PERSONAL DRIVE: Describe how you demonstrate personal drive at work. What have you done to improve your personal drive? What behaviors, workplace events or actions limit or destroy your personal drive? What do you do to get back on track? | [employee comments] |
| PERSUADING OTHERS: Can you describe a time when you have used facts to convince a customer to buy your products or services? In your opinion, which is the best time to persuade others? Explain your answer | [employee comments] |
| QUANTITY OF WORK: Describe how you schedule tasks in a normal work day. What kind of tasks do you reserve for when you are most productive? Describe a training program that you have enhanced or developed to improve the quantity of work produced by your team. How has this benefited the team? | [employee comments] |
| ANALYTICAL SKILLS: What steps do you follow when studying a problem before making a final conclusion How often do you encourage others to think outside the box when trying to solve a problem? | [employee comments] |
| PRODUCT KNOWLEDGE: Can you think of a situation where you demonstrated your ability to fix problems associated with a product? 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: |