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

A Community health program coordinator is tasked with the primary work of managing health-related education programs in a bid to promote good health practices within the community. He/she will primarily work for local governments and non-profit organizations to promote health education within the community. He/she will develop sustainable health programs that will have a good desired effect on the community members.

Besides the primary role, he/she will get to perform other assigned roles that include; organizing and facilitating health training for the members, developing sustainable health plans, formulating and implementing health plans and policies for the communities, attending community health meetings, preparing and presenting health reports and relevant information and facilitating budgeting of health activities.

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

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.

Finishes one task and moves to the next but still thinks about the task one has just finished

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.

Researches how to run an effective meeting and shares the results with the meeting convener or facilitator

Makes sure own goals determine the activities one chooses; avoids wasting time with activities just because they are fun

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.

Fails to think before one plans and doesn't take the time or invest in tools to generate new insights

Develops plans that leave too much room for interpretation thus employees misinterpret the plans and miss the intended mark

1

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Demonstrates non-caring and a ruthless competitive relationship with other colleagues

Does not take time to imagine what is going on in another person's life or allow time to walk in their shoes

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.

Constantly shares best practices and industry trends that help a company create outsized incomes

Takes initiative to complete tasks and does not need to be reminded what is next on the agenda

2

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

Focuses mainly on the wrong things people have done in a work and forgets to highlight the things they have done well

Lacks confidentiality; discusses another person's weak areas with other employees

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

USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it.

Jumps into a new situation assuming that one knows just what to do and ends up making terrible mistakes

Tells others what to do instead of helping them learn how to differentiate the right from wrong or pointing them in the right direction

1

PRODUCT KNOWLEDGE: Product Knowledge is an essential sales skill to understand the features of your product allowing you to present the benefits compellingly and accurately to the customer.

Demonstrates little outstanding understanding on how a product compares to rival products

Does not know how to fix the most basic problems associated with a product

1

Self Evaluation

Self Evaluation Question

Employee Comments

MULTI-TASKING:

What system do you use to keep track of multiple projects? How has this helped you meet deadlines?

What are some of the ways and techniques that you have found to make handling of multiple tasks easier and more effective?

[employee comments]
COLLABORATING WITH OTHERS:

Have you been rewarded in the past for successfully empowering a group of people in achieving a goal? If yes, what was the reward?

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]
STRATEGIC PLANNING:

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

What goals have you set for your career? What is your plan to achieve them?

[employee comments]
EMPATHY:

Can you think of a time when you had to deliver less than ideal news? How did you go about it?

What is one thing you wish other colleagues knew about you, but they don't?

[employee comments]
ATTENTION TO DETAIL:

Have you been in a situation where you had an option to leave the details to others or take care of the details yourself? What did you do?

Are there times you have had difficult experiences working with details at work? How did you go about that?

[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 in a situation where you had to lead a group of colleagues? How did you handle it?

[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?

How have you helped a person, who is motivated and excited about his ability, continue to grow and develop?

[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?

What are some of the challenges you have faced when trying to persuade others and how have you overcome them?

[employee comments]
USING COMMON SENSE:

Describe a time when you have had an argument with your boss because you had not done something that required common sense. What was it and how did you defend yourself?

How do you avoid making the most common mistakes at work like being late or missing deadlines?

[employee comments]
PRODUCT KNOWLEDGE:

What efforts are you making to understand how a product compares to rival products?

What efforts are you making to know the customer experience offered by a product?

[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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