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

A clinical services director offers clinical directions in community health outreach programs. Using their clinical knowledge, they perform administrative functions based on the program as well as coordinating the running of clinical services.

Specific tasks include negotiating and drafting writing agreements with other service agencies and making sure that there is a seamless collaboration between all the relevant parties for the best clinical outcomes. In addition, they are responsible for recruiting clinical staff and coordinating the health care team in all clinical units. They also guide and monitor program certification and quality assurance procedures as well as coordinating emergency calls and making sure they are addressed promptly.

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

INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc.

Does not ask relevant questions that are in line with knowing what the position and the company entails.

Exudes an over-confident nature and appears cocky when putting points across.

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.

Keeps a selection of simpler projects or smaller tasks and performs them while waiting for inspiration or information on a larger project

Chooses compatible tasks such as reading a book and clearing your desk and does them together

2

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Makes a strategy a once a year activity instead of an ongoing conversation and does not care to monitor the already implemented strategies

Develops a plan without aligning it with the budget thus makes it hard to transform the plan into action

1

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Does not understand the necessary steps that lead to perfect performance

Does not handle complaints professionally causing turbulences in the team

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 be angry but still remains respectful to colleagues and clients

Listens when critics get their points out in order to get more prepared for an open exchange

2

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.

Avoids wasting time; quickly finds another way to be productive even after finishing a big project

Abides by company's policies, rules, and procedures and helps ensure other colleagues do the same

2

EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Does not use assertiveness when giving feedback especially when criticizing a person's work

Does not describe what one is looking for in people and what is expected of them during the evaluation process

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

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

Insists that a job be done in a certain way and does not welcome new ideas from others members of the team

1

MEETING MANAGEMENT: Meeting Management is the skill to know and understands the reason why an official meeting should be held and who should attend.

Lacks enough knowledge to organize creative meetings and leaves little room for creativity

Constantly fails to follow up on meetings and hardly documents the assigned tasks

1

Self Evaluation

Self Evaluation Question

Employee Comments

INTERVIEWING:

Have you attended an interview and you had not prepared adequately? Explain how it went about?

Have you ever arrived at an interview late? How did you perform or what happened?

[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?

What are some of the resources you have used for effective multi-tasking other than your own time and attention?

[employee comments]
STRATEGIC PLANNING:

What are the steps and methods you have used to define a vision for your position or department?

Describe a time when you have cooperated in the planning of a project. What was your role?

[employee comments]
MANAGEMENT SKILLS:

How would the employees rate your leadership style, strengths, and weaknesses?

Have you been able to create agreement and a shared purpose in your team without a difference in opinion?

[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?

How good are your listening skills? Do you have instances when you made mistakes because you did not listen well to what someone had to say?

[employee comments]
COMMITMENT TO THE JOB:

Are there times you have come in early or stayed late in order to meet a deadline?

Can you describe a situation where you had to be very persistent or dedicated in order to achieve goals?

[employee comments]
EVALUATING OTHERS:

How do you prepare for an evaluation process? How do you make sure that a person knows exactly what you are looking for?

In your opinion, do you think evaluating a person can give an adequate reflection of their character?

[employee comments]
PERSUADING OTHERS:

What are some of the things that you have done to improve your ability to persuade others?

Can you describe a time when you have successfully influenced your team members to embrace change? How did you go about it?

[employee comments]
MANAGING DETAILS:

Is there a time when you have failed to deliver a project on time because you didn't have all the required information? What happened?

How do you organize your tasks to know which one comes first and what follows next? What tools, if any, have you used?

[employee comments]
MEETING MANAGEMENT:

What efforts are you making to gain more knowledge about effective meeting management skills?

What are you doing to ensure participants remain focused throughout a meeting?

[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: