Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a claims quality assurance auditor. Find the right words with quality phrases.
A Claims Quality Assurance Auditor is accountable for ensuring that the quality control systems put in place for claims are conforming to both internal and external standards. This position is carried out as part of the internal control team in the eh company or as independent contractors for auditing firms.
Their duties include overseeing of all claims and ensuring compliance with the organizational, state and federal policies, identifying any issues in the he data quality, sourcing or documentation that may pose a risk to the company by reviewing existing data and processes, reading, analyzing and interpreting existing documents and data for completeness and accuracy, creating recommendations for training new policies and data scrubbing and any other methods to resolve data quality concerns.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business. | Does not talk with great confidence and composure and trembles excessively. Talks too fast in a manner that the other person does not comprehend what is being said. | 1 |
| INTERPERSONAL SKILLS: Interpersonal Skills are a set of abilities that enable a person to positively interact and work with others effectively while avoiding office disputes and personal issues with each other. | Appreciates the efforts taken by others to do any task and encourages them to be better. Builds on good understanding and mutual reliance when given tasks to handle. | 2 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Puts employees on the defensive by immediately blaming and shaming them thus they are not open to criticism Gives feedback that contains an implied threat and that makes a person feel as if their job is in jeopardy | 1 |
| LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place. | Creates overlapping schedules that bring conflict and chaos at the workplace Focuses more on who is in the team rather than the team productivity | 1 |
| CREATIVITY: Creativity is the skill of turning new and imaginative ideas into reality through the ability to perceive the world in new ways, find hidden patterns, make connections between unrelated phenomena and generate solutions. | Solves even the worst conflict in the workplace that no one dares to handle Expert at taking creative ideas and changing them into workable solutions | 2 |
| DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work. | Always ready to jump in and get the project done as expected Seeks opportunities to coach others on how to selflessly give the very best | 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. | Disappoints coworkers and employers who depend on them to complete assigned tasks Does not take any action following complaints from coworkers, management or customers | 1 |
| POTENTIAL FOR ADVANCEMENT: The potential for Advancement is the ability to make something better by being more skillful, more efficient, and more useful to produce high-quality results. | Looks for other people to do personal duties and claims to have done them Carries a selfish attitude that creates a rift between colleagues | 1 |
| QUALITY MANAGEMENT: Quality Management is the management approach to the long-term success through customer satisfaction that directly involves the employees in the continual improvement of the daily tasks. | Does not check own work for mistakes before submitting thus often delivers poor quality work Does not lead by example; always produces substandard work but asks others to produce quality work | 1 |
| BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world. | Dresses casually when attending crucial meetings and is rarely neat Raises the voice when disagreeing with what others are saying | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| VERBAL COMMUNICATION: Who is the greatest orator that you admire and why do you admire them? How do you aim to improve your verbal communication skills to be the best in it? | [employee comments] |
| INTERPERSONAL SKILLS: Do you find it easy to strike a conversation with other people? Do you always seek to influence people in a good way and support them in their efforts? | [employee comments] |
| GIVING FEEDBACK: Describe the most difficult performance review you have handled. What made it difficult and how did you go about it? When do you give positive feedback to your employees or subordinates? Give an example of the last time you did | [employee comments] |
| LEADERSHIP SKILLS: Are you reliable to answer the employees? questions without lying? Are you willing to learn new trends to equip you as a better leader? | [employee comments] |
| CREATIVITY: Do you understand how critical, creative thinking skills are to an organization? Are you motivated to do better every time you give a workable solution to a challenge? | [employee comments] |
| DEDICATION TO WORK: Do you show up daily for work or you give excuses to be absent? Do you seek new opportunities to make you grow or you are not open minded? | [employee comments] |
| DEPENDABILITY: Can your manager depend on you to handle tasks without being asked to do so? Are you willing to work overtime if the task requires you to do so? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Are you part of the accomplishers or losers who contribute to the company's losses? Do you set goals or have a workable plan that you follow through with? | [employee comments] |
| QUALITY MANAGEMENT: How have you made sure to deliver quality work even when working under pressure? Describe the most recent project you have completed. What are some of the most common quality issues you identified and what was the cause? | [employee comments] |
| BUSINESS ETIQUETTE: Are you making any efforts to build and nurture relationships and do you create time to meet people? What efforts are you making to improve your listening skills? | [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: |