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

A School Psychometrist is tasked with the primary role of administering and interpreting a variety of standardized psychological and cognitive tests to students and helping to assess their medical conditions further to come up with a good treatment plan. They also will be tasked with testing, evaluating, and recording aptitudes, behavioral and personality traits of the students from time to time.

Besides that he/she can also get to perform other duties include; scoring the tests based on clinical guidelines and forward them to the psychologist to help them give proper treatment, assist psychologist to administer appropriate tests, observe and document observation results from people being tested and establish rapport with students in order to obtain the best results.

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

ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team.

Demonstrates good knowledge of technology issues and can comfortably use and maintain technology related equipment.

Always seeks to improve and improvise the effectiveness and efficiency of administrative tasks.

2

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Is able to differentiate between irrelevant and critical pieces of information and gather information from various sources to reach a conclusion

Responds to and anticipates customers' needs in a timely, courteous and professional manner regardless of the customer's attitude

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

Takes the time to prepare and develop the discipline to map out exactly what one is asking for

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.

Organizes the company's objectives into key areas in order to process and prioritize them easily and allocate resources

Involves experts who have experience with implementation and operations and ensures that the strategic plan is analyzed critically by them

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.

Organizes and plans projects and workload to prevent overlaps or gaps in responsibilities

Establishes plans, policies, and practice that improve performance and productivity

3

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.

Looks for moments that positively transformed one's own life and uses the moments to draw strength and inspiration

Regularly exercises and eats the right food in order to level self-energy up and feel good about oneself physically

2

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Asks questions when slightly unsure of what one is being asked to do in order to find out all the needed details to move forward

Does what one can to help around the office without being specifically ordered to do so

3

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

Takes note of a person's reaction the moment they are given a piece of news in order to understand their true thoughts and feelings

Asks for tangible evidence and details of results on what a person has been working on

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

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Is able to invoke a sense of urgency in order to get a person to act at the moment

Asks questions to find out why someone is hesitant to agree with one's ideas and backs up own statements with credible evidence

2

Self Evaluation

Self Evaluation Question

Employee Comments

ADMINISTRATIVE SKILLS:

How well do you handle your administrative roles to ensure you deliver good results.

Give an instance of any administrative blunder you have ever made and how did you resolve it?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

Can you give an example of one or two times when you have presented new information to key decision-makers to help them understand a situation?

What have you done to help improve your knowledge of your company's processes? How has this helped you and your colleagues?

[employee comments]
DELEGATION:

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

How do you deal with an employee who does not deliver a project on the agreed time?

[employee comments]
STRATEGIC PLANNING:

How does your current position affect the overall goals of your company? What have you done to improve your ability to set the company's goals?

Describe a time when you have cooperated in the planning of a project. What was your role?

[employee comments]
PLANNING AND SCHEDULING:

What are those goals that require more skills in planning and decision making?

Do you have a workable daily schedule that you consistently follow?

[employee comments]
ENTHUSIASM:

What are some of the career-related actions you took and you were pleased you took them? What pleases you about your actions?

Is there a time when a task had to be completed, and you were able to focus your efforts and attention to get it done?

[employee comments]
FOLLOWING DIRECTIONS:

How do you react to a colleague who regularly fails to follow instructions?

Describe a situation when you felt that instructions to a certain task or project were not communicated well. What did you do?

[employee comments]
MONITORING OTHERS:

How do you make sure the other person doesn't know you are observing them?

Is there a time when you have had changes in monitoring policy? What have you done to make sure that employees are aware of changes in the monitoring policy?

[employee comments]
PERSONAL DRIVE:

Describe how you demonstrate personal drive at work. What have you done to improve your personal drive?

If you were asked to supervise your colleagues, how would you interact with them in order to help them find their personal drive?

[employee comments]
PERSUADING OTHERS:

What are some of the things that you have done to improve your ability to persuade others?

In your opinion, which is the best time to persuade others? Explain your answer

[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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