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

A benefits analyst will take the primary role of analyzing and communicating the benefits plans to the corporate employees. He or she will ensure that all relevant policies are well understood by both, the benefits providers, the employers and the employees. In addition, he or she will get to participate in management decisions that pertain to benefits plans and programs.

Daily duties that he or she will also get to undertake include; evaluating current benefits plans and proposing changes where necessary, develop reports and present them to all stakeholders to keep them updated, ensure strict compliance of all benefits plans, resolve any outstanding benefits issues that might arise, maintaining benefits database, and participating in budget formulation.

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.

Finds it challenging to arrive at a concrete conclusion after undertaking any evaluation.

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

1

ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong.

Allows oneself to make mistakes, asks for help and accepts criticism and compliments positively

Always clear and direct to the point when answering a question; never leaves a questioner with a half-baked answer

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.

Quickly jumps into blaming and criticizing others when situations get out of hand

Ignores common body sensations when angry thus fails to notice physical signs of anger, anxiety, or stress

1

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.

Does not have the ability to control and handle anger, frustrations, annoyance, sorrow and other emotions

Makes assumptions quickly without giving one's thoughts to develop and without considering the possible consequences

1

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Employs trusted colleagues to look over one's work and offers them the same courtesy

Takes short breaks in order to give one a fresh perspective and stay focused throughout the day

2

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.

Faces obstacles with fortitude and resiliency; perceives challenges as a part of the journey towards the larger accomplishment that one is committed to

Keeps goals close by writing them in a journal in order to stay focused even when one lacks personal motivation

2

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.

Does not reward employees who have successfully attained their goals thus makes them feel demotivated to work on other goals

Describes own goals and objectives in a negative way thus feels demotivated and lacks morale to accomplish them

1

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Lets new employees try to do tasks with zero guidance instead of training them the skills they need to do their job

Delegates tasks to team members without considering their skills, strengths, or weaknesses

1

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

Hardly makes introductions during meetings and does not observe ranking when making introductions

1

ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change.

Views competitors as threats rather than making efforts to survey them and learn their tricks

Does little to execute ideas and never bothers to seek advice on untested ideas

1

Self Evaluation

Self Evaluation Question

Employee Comments

CRITICAL THINKING:

Do you get to appreciate and learn from your mistakes and how do you deal with making wrong decisions?

When expressing your ideas do you deliver them in a logical manner?

[employee comments]
ASSERTIVENESS:

Have you ever used verbal communication to get a point across that was important to you?

Have you ever been in a situation where you were motivated to question your employer's decision?

[employee comments]
EMOTION MANAGEMENT:

Are there instances, when a colleague has made you so angry, but you managed to remain calm and composed?

Are there times you have suggested a creative solution to colleagues suffering from emotional distress?

[employee comments]
EMOTIONAL INTELLIGENCE:

Describe a time when you received feedback on your performance, and you had to disagree with it. How did you handle the situation?

Is there a time a colleague came to you with a problem? How did you respond?

[employee comments]
ATTENTION TO DETAIL:

Is there a time you identified an error that had been overlooked by a colleague? What did you do to fix it?

Have you ever needed to persuade your supervisor or someone above you that they had made a mistake? How did the situation turn out?

[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?

What is one thing you have done in the past that has demonstrated your willingness to work hard?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Describe a time when your team failed to meet its goals due to an underperforming employee. How did you deal with the situation?

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]
QUALITY OF WORK:

What are some of the programs you have initiated, if any, to train new employees on the company values and standards?

How do you help new members of your team cope with the agreed team standards and values?

[employee comments]
BUSINESS ETIQUETTE:

What efforts are you making to improve your dressing code?

What steps do you take to ensure a conversation runs smoothly even when disagreeing with what others are saying?

[employee comments]
ENTREPRENEURIAL THINKING:

Were there any times where you felt that you were less optimistic than other times?

What are you doing to avoid taking shortcuts when executing ideas?

[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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