Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a clinical auditor. Find the right words with quality phrases.
A Clinical Auditor is responsible for browsing or scanning through, investigating, assessing, analyzing and making recommendations for improvements to the clinical notes based on the company's standards of quality and clinical regulations.
The primary duties include ensuring all the documentation is properly kept and verified with the right details, catching any errors and making recommendations to the Clinician to improve the material, making sure all the data is in compliance with the company's regulations and the law, providing guidance on the required data and the level of confidentiality required, Providing the code needed to safeguard the patient's records, ensuring all the registered nurses and clinicians are working according to the law that governs them.
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 |
|---|---|---|
| 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. | Maintaining eye contact is quite a problem and appears to be shy when talking to people. Does not strike a good balance between the verbal skill and the body language usage. | 1 |
| PHONE SKILLS: Phone Skills are useful to present a professional company image through the telephone to the customers while making them feel well informed and appreciated without necessarily seeing their faces. | Takes charge of the telephone conversation when making the call first. Mirrors back some of the words spoken by the other person and shows a good attention skill. | 2 |
| 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. | Does not make sound decisions and is always biased when making the decisions. Has poor customer service experience and finds it difficult to make visitors feel relaxed and comfortable. | 1 |
| COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others. | Does not leverage the different personalities, weaknesses, strengths, ideas, and perspectives of teams members that would help one achieve success Does not keep the lines of communication open thus makes team members feel uncomfortable with contributing ideas that help solve problems | 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. | Consistently emphasizes the importance of teamwork and personal goals by being an example Establishes a company culture of reliability and concern for others | 2 |
| ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values. | Apparently, communicates the standards and expectations regarding ethical behavior in the workplace Takes quick action to advise employees who engage in unfair treatment | 2 |
| PROJECT AND GOAL FOCUS: Project and Goal Focus is setting your mind and heart on things that matter and add value to your life against those things that add no value at all or of little value. | Lets other people throw one's task off by accepting to do favors for them while working on an important task Sets goals inside own comfort zone thus doesn't find them compelling enough to follow through and achieve them | 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. | Assumes to know everything and does not seek clarification even when one is stuck or knows nothing about the assigned work Does not communicate the importance of high standards to suppliers or check their products for quality | 1 |
| TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time. | Delivers low-quality work to beat the clock and is poor in time-management Spends a lot of time crafting excuses and lacks sense of urgency | 1 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Spends most of the available time engaging in activities and thoughts that do not produce results Demonstrates inability to balance work and life and creates time for only one aspect at the expense of the other | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| VERBAL COMMUNICATION: Give an instance you were given the opportunity to talk to people. What was the reaction? How do you prepare yourself before you talk to people and has it been of help to you? | [employee comments] |
| PHONE SKILLS: Have you ever made a call while drinking or eating? How can you rate the conversation? What is the best solution you have ever given to someone over the phone and was the caller satisfied? | [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] |
| COLLABORATING WITH OTHERS: Have you been rewarded in the past for successfully empowering a group of people in achieving a goal? If yes, what was the reward? Some people prefer working alone while other prefer working as a team. What do you prefer and why? | [employee comments] |
| LEADERSHIP SKILLS: Do you lead others where you are not willing to go? Can you be trusted to poor coach employees to see a change in their performance? | [employee comments] |
| ETHICAL BEHAVIOR: Can you be trusted with confidential information without leaking it out? Are you willing to make serious sacrifices to keep your commitment to the company? | [employee comments] |
| PROJECT AND GOAL FOCUS: How do you communicate your goals to other members of the team? Give an example Describe a time when you have missed an important project deadline due to poor planning. What did you do? | [employee comments] |
| QUALITY MANAGEMENT: How have you made sure to deliver quality work even when working under pressure? What systems have you used to manage information and improve quality effectively? Would you recommend these systems to other companies? | [employee comments] |
| TIME MANAGEMENT: Can you point out the things distracted you from delivering work on time? What attempts are you making to speed up your productivity without compromising on the quality of work? | [employee comments] |
| SCHEDULING: Have you ever failed to add contingency time when scheduling and how did you correct the mistake? How often do you encourage others to work steadily towards both career and personal goals? | [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: |