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

A Vocational Rehabilitation Administrator is tasked with managing a wide variety of rehabilitation programs in both the public and private sectors. He/she will ensure that all rehabilitation programs established achieve their sole intended purpose in a very effective and efficient manner. They aid in pooling resources together to ensure the programs are well funded.

Besides that, they also get to perform other key functions that include; participate in relevant research programs, assist proper planning and budgeting for the rehabilitation programs, perform supervisory roles to ensure that all rehabilitation programs are undertaken in a professional and legal manner, reporting on the progress of the programs and performing evaluation of the rehabilitation programs.

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

ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team.

Shows a lack of poor planning and does not use the available resources in a right way.

Does not know how to use technology related equipment and processes properly.

1

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Keeps motivators close; tells other employees what one wants to accomplish so that they can hold one accountable

Makes sure to get along with colleagues in order to enjoy being at work and boost motivation

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.

Lacks a universal understanding of what a strategy is and how it differs from other planning terms such as mission, vision, etc.

Selects the wrong people for strategic planning instead of people who are able to analyze the current company's state and develop achievable future states

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 allow others to question the level of commitment and devotion

Holds a questionable character that every customer and coworker gets concerned about

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.

Finds ways to get self needs met without sacrificing others' needs in the process

Holds back, listens and waits for the other person to finish an intended message before giving a response

2

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

Takes time to research and analyze the strengths and weaknesses of competing companies

Creates a detailed work plan that outlines each key job functions and uses it as a guide when one gets distracted or interrupted

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.

Shows increase in absenteeism, medical leaves, sick days and short-term disability

Often meets missed commitments and deadlines with explanations, finger-pointing, rationalizations and excuses

1

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

Does not offer suggestions on how others should improve what they have produced as well as their weak areas

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.

Tries too hard to persuade, which puts off people faster or makes them lose interest in what one has to say

Imposes one's own views instead of listening to what others have in mind and coming up with an agreement

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.

Takes too much time to get the job done thus delays output or produces less number of works

Gets depressed when one makes a mistake rather than learning from it and moving forward

1

Self Evaluation

Self Evaluation Question

Employee Comments

ADMINISTRATIVE SKILLS:

How well do you handle your administrative roles to ensure you deliver good results.

How objectively are you when handling issues and are you governed by reason or emotions when performing your administrative roles?

[employee comments]
MOTIVATING OTHERS:

What are some of the projects or tasks you have tackled without being asked or supervised? How did you push through difficulties?

What is the biggest goal you have ever accomplished? Why do you consider it the biggest? Describe the problems you faced, if any

[employee comments]
STRATEGIC PLANNING:

How does your current position affect the overall goals of your company? What have you done to improve your ability to set the company's goals?

What factors do you consider when selecting the right people for your strategic planning team?

[employee comments]
DEPENDABILITY:

Are you willing to do whatever it takes to get the job done no matter the situation?

Do you finish all your projects and tasks within the allocated time?

[employee comments]
ASSERTIVENESS:

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

How often do you encourage your colleagues to get into groups in order to make decisions that should be made jointly?

[employee comments]
ATTENTION TO DETAIL:

Do you prefer to work with the "details" or the "big picture" of a situation?

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:

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

Have you ever been overloaded with work? How do you manage your work so that it gets done on time?

[employee comments]
EVALUATING OTHERS:

Describe a time when you have had to deliver negative feedback to a colleague. How did you make sure not to hurt their feelings?

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

[employee comments]
PERSUADING OTHERS:

Is there a time when you have had to persuade a group of managers to accept your proposal or idea? How did you go about it?

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:

How would you deal with a team member who is super detail oriented, that he/she always slows the team down?

Describe a time when you have had to multitask. How did you organize your tasks to make sure that you didn't miss any of them?

[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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