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

A law clerk main duty is to research and study legal documents to find facts related to cases. He/she finds information to assess the causes of actions regarding different legal cases, prepares documented affidavits and maintains files and case correspondence.

Other specific tasks include researching law resources to prepare court briefs or arguments after which the attorney reviews, approves, and utilizes them in the courtroom as well as assisting the attorney in reviewing petitions, and pleadings. They can also be called upon to prepare closing statements for real estate. He/she also delivers subpoenas to parties and witnesses and pleas to the other counsel.

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

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Is not used to trusting oneself and has to run every suggestion or decision past every employee first before implementing it

Does not take the time to familiarize oneself with alternative solutions to a problem even when stuck between choices that feel inadequate in terms of achieving one's goals

1

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Defines clear and realistic goals and comes up with ways that enable one to accomplish the goals effectively

Researches things before hand and asks questions where appropriate in order to avoid making serious mistakes

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.

Gives feedback that goes on for too long without giving the other person time to process the information he/she has received

Gives feedback that contains an implied threat and that makes a person feel as if their job is in jeopardy

1

HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it.

Uses guesswork instead of asking for clarification on a project thus, ends up making serious mistakes and getting stressed up

Does not take time to freshen up even when one starts to feel drained and mentally overworked

1

REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live.

Establishes criteria for success in order to make it easier to track the goals' progress and know when one has achieved them

Keeps the list containing own goals in a place where one can frequently reference them in order to stay motivated

2

RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly.

Involves resources in project planning and project delivery processes and encourages open discussions about possible risks to the project at hand

Keeps team members and other employees happy and highly motivated in order to prevent high employee turnover

2

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

Remains seated when being introduced to new people and when shaking hands

1

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.

Constantly fails to summarize information and hardly explains the motives, aims, results, and conclusions of a research

Uses unreliable data collection methods when researching and does not understand the difference between quantitative and qualitative research methods

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

Shows little willingness to learn the value of good written communication when writing reports and proposals

1

Self Evaluation

Self Evaluation Question

Employee Comments

JUDGMENT SKILLS:

Can you give two examples of situations where you have used logic and good judgment in solving a problem? How did you go about it?

In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines?

[employee comments]
KNOWLEDGE OF JOB:

How have you improved your knowledge of the job? In what ways have you helped other employees improve their knowledge of the job?

How do you make sure you have all that is needed to perform a certain task or accomplish different goals?

[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]
HANDLING STRESS:

Can you give examples of some of the things you have done to prevent a situation from becoming too stressful for you to handle?

Is there a time when your work has been criticized? How did you receive the criticism?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you failed to meet your goals because they were unreal? What did you do?

How have you ensured that your goals are measurable, achievable, specific and timely?

[employee comments]
RESOURCE USE:

What basic rules have you followed for successful resource planning? How has this helped you to manage resources effectively?

What are some of the project management tools that you have used to keep track of your projects or automate important aspects of a project?

[employee comments]
BUSINESS ETIQUETTE:

Can you think of an instance where you felt you had raised your voice? How did you correct the situation?

What efforts are you making to respond to messages promptly and always call back?

[employee comments]
RESEARCH:

Have you ever failed to communicate the purpose and outcomes of a research clearly? How did you correct the situation?

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

[employee comments]
TRAINING OTHERS:

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

Do you seek for extra assistance from colleagues on complex concepts learned in training sessions?

[employee comments]
WRITING REPORTS AND PROPOSALS:

How often do you encourage others to learn how to integrate primary data and secondary sources accurately?

How often do you encourage others to employ writing styles that are reader-friendly?

[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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