Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a benefits coordinator. Find the right words with quality phrases.
A benefits coordinator is tasked with the primary responsibility for handling and managing of employees? benefits plan. In most cases, he/she will provide the communication link between the employees and their providers comprising of insurance and retirement benefits as well as ensure that the employees get the right understanding of their benefits packages offered to them by their benefits providers.
Besides that, he/she will also get to perform other functions like; giving benefits training to current and new employees, handling queries on benefits plan from the employees, participating in negotiation of collective bargaining agreements, maintaining employees? benefits data and information and makes them available when needed and advising employees on the best saving plans and programs that will suit their needs.
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 |
|---|---|---|
| PUBLIC SPEAKING: Public Speaking though closely related to presenting differs in that it is the process of performing a speech before a live audience with the purpose of informing, persuading or entertaining. | Not willing to improve the public speaking skills and learn new ways. Engages the audience less and hence the talk does not yield the desired impact. | 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. | Finds a replacement for a group member who deliberately refuses to participate or does not have the necessary requirements Makes sure own goals determine the activities one chooses; avoids wasting time with activities just because they are fun | 2 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Acts alone in most projects without involving others or engaging the team Domineers others by putting people off and misjudging others? contributions | 1 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Does not keep any promise given compromising the company's policies Treats others with contempt and does not show concern for new employees | 1 |
| 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 Has the heart to serve every person regardless of their position in the workplace | 2 |
| EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched. | Resists the urge to shoot off an email or text to a colleague when angry. Instead, saves it as draft and sends it after cooling off Decorates working spaces with pictures and mementos that bring happy memories at work to help calm down when feeling stressed | 2 |
| EMOTIONAL INTELLIGENCE: Emotional Intelligence is the capability to identify your emotions, understand what they are telling me and realize how the feelings are affecting you and the people around you. | Has trouble communicating; regularly engages in off-putting conversations and can be highly territorial at times Always gets involved in the office conflicts and drama and does not see the need to stop or prevent them | 1 |
| PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results. | Does not have an insatiable hunger for what one is going for thus lacks the motivation to keep working Works without a specific plan or schedule thus loses track on what should be done and when it should be done | 1 |
| GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time. | Sets different goals for team members with similar responsibilities thus encourages internal rivalries that lead to diminished morale Does not track the performance of team goals and therefore fails to identify team members who are lagging behind or those who are working hard | 1 |
| MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked. | Sets nearly impossible personal and professional standards for oneself, which makes it hard for one to achieve the set goals Allows oneself to be caught up in office gossip or chit-chat instead of concentrating on the assigned task and producing correct and quality work | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PUBLIC SPEAKING: What will you consider your worst performed speech and how did the audience rate it? How well are you conversant with speaking different languages that suit different types of audiences? | [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] |
| TEAM BUILDING: Do you cooperate with others in your group to lead, follow, contribute, advice or you just watch? How effectively did you work together with others on this project? | [employee comments] |
| DEPENDABILITY: Can your manager depend on you to handle tasks without being asked to do so? Are you a loyal person that your coworkers and management can rely on? | [employee comments] |
| ETHICAL BEHAVIOR: Have you acquired a relationship of trust with other co-workers and management? Have you fostered an atmosphere of fair treatment in the workplace? | [employee comments] |
| EMOTION MANAGEMENT: What is the most stressful situation you have ever found yourself in at work and how did you handle it? Are there times you have suggested a creative solution to colleagues suffering from emotional distress? | [employee comments] |
| EMOTIONAL INTELLIGENCE: What is your greatest strength? How do you make sure your colleagues benefit from your greatest strength? Can you describe a time when understanding your colleague's perspective helped you resolve an issue or accomplish a task? | [employee comments] |
| PERSONAL COMMITMENT: What do you use to plan your tasks? Is there a time when you missed an appointment due to lack of proper planning? When is the last time you took a project that demanded a lot of personal commitment? What did you do to remain committed to accomplishing it? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals? What do you look for in team members when setting goals for the team? How do you keep track of your team goals? | [employee comments] |
| MANAGING DETAILS: How would you deal with a team member who is super detail oriented, that he/she always slows the team down? If a project is not due for several weeks, when do think it's the best time to start working on it and why? | [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: |