Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a courtroom clerk. Find the right words with quality phrases.

A courtroom clerk works closely with attorneys, judges, bailiffs, and other partners to ensure the necessary documents for various proceedings are available when they are needed. He/she prepares court documents to be used during the trial and hearing processes.

Other responsibilities include recording court proceedings and maintain databases such as bail bonds, court proceedings notes, evidence, dispositions, and judgment. He/she also liaises with the judges, lawyers, and the public and is also responsible for reviewing all databases and case files for accuracy. Besides, he/she shares information on court procedures, schedules court dates, prepares a summons for the parties involved, and ensures there is a flow of records of the court proceedings.

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

ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws.

Does tasks and assignments while in a busy and chaotic environment.

Does not follow instructions well enough due to not listening keenly.

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.

Discusses issues honestly and keeps the discussion focused on how best one can adjust the situation at hand and move the collaboration forward

Keeps the team size balanced in order to maintain effective communication and teamwork

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

Often dumps a slew of complaints on one employee all at once instead of focusing on correcting one thing at a time

1

DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period.

Makes excuses when one makes mistakes or fails to meet deadlines instead of holding oneself accountable and showing the willingness to improve

Takes on too many tasks, which often leads to low morale, stress or poor performance

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.

Uses technical tools that assist in delivering work more quickly

Seeks assistance to solve a problem quickly and avoids lagging behind

2

RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business.

Adapts technology in getting solutions and searches for different approaches to a situation or problem

Uses insight gained from reflection and feedback to improve future research methods

2

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Often forgets to add some contingency time for unexpected events when scheduling tasks

Shows unwillingness to work steadily towards both career and personal goals

1

TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace.

Shows unwillingness to participate in specialized training programs and lacks the interest to look for more training opportunities

Rarely encourages team members to share concepts learned in training sessions

1

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.

Often fails to acknowledge cited works and shows little understanding of the appropriate referencing styles

Does not connect with the target audience when writing reports and proposals

1

DATA ENTRY: Data Entry is a skill to key in information from various sources as directed by the management while keeping to the policies and procedures of the company and ensuring they are accurate.

Possesses below average typing skills with below average accuracy and typing speed

Does not understand the importance of maintaining data confidentiality and shows little willingness to learn more about privacy issues

1

Self Evaluation

Self Evaluation Question

Employee Comments

ACCURACY:

Do you normally have a checklist or a guide before you start doing any given task?

Do you give other people your work to proofread again before presenting it?

[employee comments]
COLLABORATING WITH OTHERS:

Can you describe a team experience which you have found rewarding?

Is there a time when you have had to work with a team that did not get along? What did you do?

[employee comments]
GIVING FEEDBACK:

Describe a time when you have helped an employee accept change and make adjustments necessary to move forward. 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]
DEADLINES - ON TIME:

How have you kept yourself motivated to meet deadlines at work? How have you helped others on the same?

Is there a time when you faced a problem when handling a task? How did this affect your mini-deadlines and the actual deadline?

[employee comments]
TIME MANAGEMENT:

Can you point out the things distracted you from delivering work on time?

Is there a time you had to seek assistance from another person to solve a problem quickly?

[employee comments]
RESEARCH:

What are you doing to improve your understanding of how to use data reduction and synthesis methods?

What efforts are you making to improve your critical thinking skills when examining the validity and truth of arguments?

[employee comments]
SCHEDULING:

What efforts are you making to update your list of activities and track project schedules?

Is there a time you failed to use standard scheduling terminologies? What did you do to correct the situation?

[employee comments]
TRAINING OTHERS:

How often do you participate in specialized training and what efforts are you making to look for more training opportunities?

How often do you encourage team members to share concepts learned in training sessions?

[employee comments]
WRITING REPORTS AND PROPOSALS:

Have you ever failed to proofread and edit a report or proposal before submitting? How did you correct the situation?

What efforts are you making to learn how to convey technical ideas in an appropriate and reader-friendly language?

[employee comments]
DATA ENTRY:

How often do you work in a team and how often do you work independently?

What efforts are you making to improve your ability to work with different data entry software packages?

[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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