Use this step by step explanation to craft a good employee performance feedback review for a chemical dependency therapist. Find the right words with quality phrases.
A Chemical Dependency Therapist has the primary role of conducting individual, family and group counseling for patients who are under chemical dependency programs. They are responsible for assisting those people who have struggled with addictions to drugs and alcohol. They act as mediators between all parties involved in case it is required.
He/she will get to perform various roles that are not limited to; monitoring patient's progress as they recover, keep and update patient medical records, planning and running treatment session for the patients, administering drug test from time to time, updating family members on the progress of their member and offering counseling services.
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 |
|---|---|---|
| MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball. | Takes breaks when one needs them in order to balance rushes and refresh one's mind for tasks that require intense focus Simplifies tasks that one cannot eliminate such as routine tasks and tries to perform them in as much detail as they require | 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 Keeps employees informed about injury and illness statistics, safety inspections, and other safety-related issues | 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 Develops new scheduling plans and systems that are workable to organize work | 2 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Ensures the performance is steady and strong regardless of any upcoming situation Demands reliability from others especially when working as a team | 3 |
| FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail. | Checks things off as one goes to make sure one does not miss anything and reviews the work after it is done Does what one can to help around the office without being specifically ordered to do so | 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. | Avoids situations that put one in trouble like gossiping about other employees or having an argument with a customer Provides accurate advice on how to deal with difficult circumstances and how to avoid such circumstances in future | 2 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Assesses oneself in order to verify own effectiveness of communication and improve own confidence a notch higher before persuading others Does a thorough research on how a person would benefit from one's own solution or proposal in order to make the persuasion exercise shorter and effective | 3 |
| QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with. | Communicates projects' instructions effectively and asks team members to paraphrase what one has said to make sure that they have understood the concept Uses the company guideline or the project's/task's specific style guide to measure the quality of the work produced | 2 |
| CUSTOMER SERVICE: Customer Service is the ability to cater for the needs of the client by providing excellent customer service without compromise. | Receives positive feedback consistently and has made gains in retaining customers Puts more effort in providing feedback on time after a customer makes an inquiry | 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. | Understands the most basic specifications about most products and knows some related terminologies Shows willingness to understand industry trends, terminologies, and concepts surrounding a product | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| MULTI-TASKING: What system do you use to keep track of multiple projects? How has this helped you meet deadlines? What tips have you used to differentiate tasks that fit well in multi-tasking from those that require your undivided attention? | [employee comments] |
| SAFETY AT WORK: How do you set your company's safety rules? How do you make sure that every employee follows these rules? Can you describe a time when you missed an incident of serious negligence? What happened? | [employee comments] |
| PLANNING AND SCHEDULING: Do your planning skills need improvement or are they ready to go? How have you been of help to others in accomplishing goals within the set time? | [employee comments] |
| DEPENDABILITY: Can your manager depend on you to handle tasks without being asked to do so? Are there areas you have not showed or practiced dependability that you need to change | [employee comments] |
| FOLLOWING DIRECTIONS: Can you give an example of a time when you were able to demonstrate your ability to follow instructions? Can you describe a time when you received complex instructions? How did you make sure you understood each and every detail? | [employee comments] |
| PERSONAL DRIVE: What personal and career goals have you set for yourself? What are you doing to make sure that these goals are accomplished? How do you ensure that your personal drive level is high on a daily basis? | [employee comments] |
| PERSUADING OTHERS: What are some of the things that you have done to improve your ability to persuade others? Describe the most difficult persuasion exercise you have conducted. What made it difficult and how did you go about it? | [employee comments] |
| QUALITY OF WORK: Describe the most challenging task you have handled. What made it challenging and what was the quality of work produced? What are some of the tools that you have used to check for information accuracy before working on it? | [employee comments] |
| CUSTOMER SERVICE: Were there any times you came across customers with special needs? How did you assist them? What efforts are you making to gain more understanding about company products? | [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: |