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

A Human Services Program Specialist has the role of performing specialized administrative and operational tasks in a bid to support human services program of the organization. He/she will offer the necessary support to program experts in all matters to deal with administration and program operations. He/she will ensure that the programs have a positive effect on the community as a whole.

In addition to that primary role, he/she will also undertake the following roles; conduct client interviews, coordinate completion of all program projects, perform program evaluation and assessment to determine their effectiveness, perform technical administrative duties, handling disciplinary issues of the employees, preparing program reports, and facilitating meetings and conferences alongside other assigned roles.

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.

Does not make sound decisions and is always biased when making the decisions.

Does not know how to express oneself whether in writing or orally.

1

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Consults other employees, if necessary or useful, for bigger and complex decisions or where there are several options

Avoids snap judgment and decisions; takes the time to jot down potential solutions to situations before making a call

2

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Is always in a hurry to finish a task or project thus misses important steps or submits poor-quality work

Gets depressed when faced with challenges; is not able to remain when faced with a difficult situation

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 it hard to initiate and maintain comfortable relationships with colleagues at work

Whines or shies away from asking people's opinion and drawing them into open group discussions

1

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

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

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 eagerness to promote the company's products and services to customers in order to make the customers feel part of the company's long-term success

Anticipates company's needs and possible problems, and comes up with suggestions to address those needs

2

PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery.

Gains power by undermining the position of the person one is trying to persuade making them feel less important during the meeting

Does not do enough research about the solution one is presenting thus gives the other person incomplete information

1

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Falls into the trap of worrying too much about what others will say or think about one's ideas and lets that paralyze one from taking action

Looks at the situation with bias or prejudice instead of approaching it with a clear and open mind

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

Does not show patience or perseverance for pursuing the matter at hand until the cause is exposed

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.

Fails to monitor a project at its early stages or fix small problems before they become bigger and unsolvable

Fixes problems in own projects and those of others but does not look for ways to prevent these mistakes from happening again in the future

1

Self Evaluation

Self Evaluation Question

Employee Comments

ADMINISTRATIVE SKILLS:

How well do you encourage your employees to be the best they can be and to trust in their abilities?

How well do you manage the pressures of your administrative position?

[employee comments]
JUDGMENT SKILLS:

Can you give two examples of situations where you have used logic and good judgment in solving a problem? How did you go about it?

Can you describe step by step, how you would brainstorm possible themes for a fundraising campaign in your company?

[employee comments]
KNOWLEDGE OF JOB:

In your opinion, do you think knowledge of your area of responsibility had benefited your company in any way? If yes, how?

What techniques do you use to plan your daily tasks? How effective have they been?

[employee comments]
ASSERTIVENESS:

Can you describe a situation where you were able to strengthen a relation with a colleague by using effective communication?

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:

What are some of the things that get you dedicated and devoted to your work?

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

[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?

In your opinion, which is the best time to persuade others? Explain your answer

[employee comments]
PRACTICAL THINKING:

Some situations require one to think in a practical manner while others require critical thinking. Can you give an example when you have used the two strategies to solve a problem at work?

Describe a project that was successful because of your ability to think practically. What was your role?

[employee comments]
MANAGING DETAILS:

Describe a project that demanded accuracy from you. How did you go about it and what are some of the challenges you faced?

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]
QUALITY OF WORK:

How often have you produced low-quality work? What has prevented you from producing high-quality work?

What courses, if any, have you taken to improve the quality of service you give to your customers? How has this benefited your company?

[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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