Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a high school equivalency instructor. Find the right words with quality phrases.
A high school equivalency instructor is involved in educating adults so that they can attain a high school education, through high school equivalency courses. Mostly, he/she works in adult education centers.
The instructor has other duties including assessing the characteristics of different adult students and planning a teaching plan that suits the identified needs and participating in the development and implementation of the curriculum. In addition, he/she assesses and reports the progress of the adult students. They are also responsible for encouraging continued attendance by the adult learners. He/she is also required to perform follow-up calls in regards to students who fail to show up for the high school equivalency classes in two consecutive days.
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 |
|---|---|---|
| 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. | Waits until one is already in the middle of a task to decide what else one needs to accomplish Does not ask for help or advice from colleagues when one is stuck thus wastes valuable time trying to figure things out | 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 Prioritizes the group efforts based on the common goal being worked towards | 2 |
| 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. | Does not have control over anger or the ability to talk about it in a reasonable manner Lacks good listening skills. Responds quickly without listening carefully to what the other person has to say, thus missing important details | 1 |
| ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task. | Has difficulty managing and organizing different tasks, thus, produces unreliable output frequently Sees the big picture, and overlooks the small picture; focuses on the major points and ignores most others | 1 |
| COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization. | Comes in early and stays late in order to complete a project or task on time Trains and takes online courses in order to improve one's own skills in a way that best serves the company | 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 dismiss the importance of one's own responsibilities in the company, and the connection between one's job and customers' perception Admits misjudgments mistakes and errors and informs others when one is not able to meet a commitment | 2 |
| PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish. | Is unwilling to resume responsibilities outside of one's own job description Wastes plenty of time doing things that are not important to the company and fails to work on what is important | 1 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Provides too much information, which only gets people confused and makes them think that one is trying to blind them Does not take the time to find out what the other person really needs before starting the persuasion process | 1 |
| RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly. | Sets clear goals but does not maintain a good communication strategy to let others know what is expected of them Is reluctant to use project resource management tools to track a project or improve its accuracy | 1 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Hardly encourages team members to take part in training sessions Does not make any effort to evaluate the outcomes of a training session | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| MULTI-TASKING: What effect does handling many things simultaneously have on you? When is the last time this happened? What tips have you used to differentiate tasks that fit well in multi-tasking from those that require your undivided attention? | [employee comments] |
| COLLABORATING WITH OTHERS: Can you describe a situation where you had to compromise or help others to compromise? What steps did you take? 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] |
| ASSERTIVENESS: Is there a time you had to effectively "read" another person in order to guide your actions based on your understanding of their individual needs? If a colleague was facing a clash of personalities, what steps would you take to make the working relationship run smoothly? | [employee comments] |
| ATTENTION TO DETAIL: Describe a time when you were confused by a client's request. What process did you use to clarify things? 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] |
| COMMITMENT TO THE JOB: What are some of the things that get you dedicated and devoted to your work? Have you ever been overloaded with work? How do you manage your work so that it gets done on time? | [employee comments] |
| PERSONAL ACCOUNTABILITY: Describe an occasion when you chose not to complete a task, for whatever reason. What happened? Describe a time you reacted to pressure situations or short deadlines. How did you do it? | [employee comments] |
| PERSONAL DRIVE: Look back to when you were about seven years old. Is where you are now where you wanted to be? If you were asked to supervise your colleagues, how would you interact with them in order to help them find their personal drive? | [employee comments] |
| PERSUADING OTHERS: Can you describe a time when you have used facts to convince a customer to buy your products or services? Can you describe a time when you have had to convince a difficult colleague to accept your idea? | [employee comments] |
| RESOURCE USE: Describe a time when you have started a project without all the required resources. Were you happy with the outcome? Explain your answer 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] |
| TRAINING OTHERS: How often do you encourage team members to take part in training sessions? What efforts are you making to attend important training sessions? | [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: |