Use this step by step explanation to craft a good employee performance feedback review for an applied behavior science specialist. Find the right words with quality phrases.
An Applied Behavior Science Specialist has the primary responsibility of providing counseling and developmental assistances to adults and children based on their behaviors. They use their knowledge and experience in behavioral science to develop and implement relevant, effective and efficient treatment plans for those patients with developmental and intellectual disabilities.
Besides the major roles they can also perform the following tasks; train other residential staffs on how to undertake various treatment procedures, conduct various assessments under the guidance of senior specialists, conduct counseling sessions with individuals and groups, monitor, and report on the treatment progress of each patient and undertake case reviews.
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 |
|---|---|---|
| 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 Asks the person assigned the task to paraphrase the assignment or request in their own words to make sure that they understand what they are supposed to do | 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 Carefully monitors plans and progress of the everyday schedule to see if it needs improvement of change | 2 |
| DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development. | Listens to counsel regarding set goals and lays down the best strategies to meet them Establishes a plan that facilitates timely reports at the culmination of long projects | 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. | Identifies something positive in the midst of negativity and changes perception about that situation Associates oneself with positive-minded people in order to exhibit some of their traits | 3 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Prepares for any contradictions by practicing own pitch and giving it a thorough evaluation before meeting the person one wants to persuade Asks questions to find out why someone is hesitant to agree with one's ideas and backs up own statements with credible evidence | 2 |
| PROBLEM/SITUATION ANALYSIS: Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down. | Uses more positive or neutral words to describe the situation and avoids words that may make one feel frustrated about the situation Keeps track of each solution in order to know what needs to be changed or whether the solution itself needs to be changed | 2 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Excels at teaching team members the complex concepts learned in training sessions Concentrates in all training sessions and avoids distracters while learning | 3 |
| WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company. | Makes enough effort to use a reader-friendly writing style that meets the needs of the target audience Encourages others to develop paragraphs that introduce, develop, connect, and conclude ideas | 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 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. | Knows how a product can be integrated with or connected to other things Puts effort to understand most of the procedures and policies that guide products and services | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| DELEGATION: What are some of the techniques or methods you have used to ensure effective delegation? How do you ensure that the person you assign a task has understood all the instructions? | [employee comments] |
| PLANNING AND SCHEDULING: What are those goals that require more skills in planning and decision making? How have you been of help to others in accomplishing goals within the set time? | [employee comments] |
| DEVELOPING OTHERS: Do you have the expected experiences and knowledge to share with others? Do you rely on personal knowledge or do you get more knowledge from others? | [employee comments] |
| ENTHUSIASM: Are there times you have not achieved something that you set out to do? How did you feel about that? Can you give examples of some of the improvements you have made at work without being asked? | [employee comments] |
| PERSUADING OTHERS: What are some of the things that you have done to improve your ability to persuade others? Can you describe a time when you have had to convince a difficult colleague to accept your idea? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: Your manager wants to buy a program that will improve the customer service and asks you for a recommendation. How would you reply? What factors have you considered when developing and evaluating solutions to a problem? | [employee comments] |
| TRAINING OTHERS: What are you doing to concentrate during training sessions and do you encourage others to concentrate? What efforts are you making to attend important training sessions? | [employee comments] |
| WRITING REPORTS AND PROPOSALS: How often do you encourage others to acknowledge cited works? What efforts are you making to learn how to convey technical ideas in an appropriate and reader-friendly language? | [employee comments] |
| ANALYTICAL SKILLS: What steps do you follow when studying a problem before making a final conclusion Can you describe a situation where your analytical outcome was incorrect? How did you solve the problem? | [employee comments] |
| PRODUCT KNOWLEDGE: What efforts are you making to understand how a product compares to rival products? How often do you adhere to procedures and policies that guide products and services? | [employee comments] |
Summary |
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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: |