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

A deputy court clerk conducts a wide range of clerical/administrative duties in various court systems. He/she is also known as assistant court clerk. He/she is responsible for providing information to the staff, public, judicial officers, and the attorneys.

This being an entry job, other duties include attending to inquiries from judicial officers, attorneys, the general public, and the law enforcement agencies. He/she takes part in the preparation, review, and processing of legal documents, motions, orders, and correspondence and may also be required to administer oaths to witnesses in the courtroom. Lastly, they record minutes during trials and balance cash receipts for court payments.

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

CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking.

Does not demonstrate a curious type of attitude to try to find out a little bit more on issues.

Does not show enough willingness to try to improve the critical thinking skills.

1

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.

Chooses tasks that can be paused easily especially when one's multitasking involves dealing with multiple interruptions

Shifts multitasking to single-tasking throughout the day to allow one's mind to reboot

2

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

FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large.

Goes absent without official leave; disappears for days without any explanation to the group members

Does not provide group members with materials or tools necessary for effective group discussions

1

SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life.

Maximizes the value of recognition and rewards as a way to retain most employees

Stimulates productive discussion sessions with the workforce for a decisive action plan

2

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Makes sure one has all the information needed before starting any task or project in order to avoid producing incorrect work

Maintains eye contact when receiving instructions in order to show the instructor one is interested

2

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Does not make personal sacrifices like getting to work early or leaving late to complete a task or to handle challenging schedules, goals, and budgets

Pretends to know everything and does not let other employees know when one does not know how to go about doing something

1

FINANCIAL MANAGEMENT: Financial Management is the skill of learning how to handle accounting, finance, and organizational management through providing daily data on the operations that take place every day.

Makes major purchasing decisions without first checking the company's budget or financial statements

Allows the bookkeeper to write checks for the employees without making sure that everything involved in the payroll process is streamlined

1

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Jumps from one task to the other instead of concentrating on a single activity at a time

Works on many tasks that should be delegated thus constantly feels overwhelmed

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

Demonstrates inability to do repetitive tasks for long periods of time

1

Self Evaluation

Self Evaluation Question

Employee Comments

CRITICAL THINKING:

Elaborate on a given occasion that you made the best decision. How did you feel about it?

How flexible are you when it comes to trying different ways of solving problems other than the intended way.

[employee comments]
MULTI-TASKING:

Describe a time when you have had to perform multiple tasks at the same time. What are some of the challenges you faced?

Are there times when you have been interrupted while multi-tasking? What happened? What have you done to reduce or avoid interruptions?

[employee comments]
COLLABORATING WITH OTHERS:

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

Can you describe a project you were working on, that required input from people in different departments or at different levels of the company? How did you go about it?

[employee comments]
FACILITATION:

Describe the technique you have used to assign roles to group members. How have you found the technique effective?

Is there a time when you assigned different tasks to group members, but the work was not done as you expected? What do you think was the problem? How did you fix it?

[employee comments]
SUPERVISORY SKILLS:

Do you develop an action-oriented plan to improve competence and impact in the workplace?

Do you favor some of the workers in your supervisory duties?

[employee comments]
FOLLOWING DIRECTIONS:

How do you make sure that you remember all the instructions you have received to perform a certain task?

Is there a time you have had a conflict with a customer or colleague due to not following simple instructions? How did you resolve the conflict?

[employee comments]
PERSONAL ACCOUNTABILITY:

What steps have you taken to improve your effectiveness in the company, workgroup and your career?

What are some of the special responsibilities and assignments you have been given in the past that are not part of your routine?

[employee comments]
FINANCIAL MANAGEMENT:

Describe a time when your company has faced an unexpected expense. What was the expense and how did you handle it?

In your opinion, when do you think is the best time for a company to borrow a loan from the bank? Explain your answer

[employee comments]
QUANTITY OF WORK:

Describe a big change that occurred in a project you were working on. How did you take advantage of this change to improve your productivity?

What do you think can be done differently to improve the overall productivity of your company?

[employee comments]
DATA ENTRY:

What efforts are you making to learn more about privacy issues?

What efforts are you making to improve your typing skills?

[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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