Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a community nutrition educator. Find the right words with quality phrases.
A Community Nutrition Educator has the primary duty of promoting good healthy living through good nutrition practices. He/she will get to design, implement, and teach community members about the best nutrition practices and will also assume the role of an advocator, advocating for good nutritional practices within the community under nutritional guidelines.
Besides that he/she will perform the following duties; offering counsel to individuals and the community as a whole on the best nutrition plan and practices, assess nutritional needs and then devise proper nutrition plans, facilitate nutrition training for the community members, providing nutritional counseling and developing and implementing dietary plans for the community members.
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 cluster tasks and subtasks to how, what, and where one needs to complete them thus one is unable to differentiate between online and offline tasks | 1 |
| DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work. | Always willing to accept extra assignments without counting how much more work is ahead Focuses on innovating new ideas on how to do more tasks easily | 2 |
| 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 show interest in people outside one's own social circle or new employees | 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. | Is not willing to fulfill or exceed customer service expectation Often meets missed commitments and deadlines with explanations, finger-pointing, rationalizations and excuses | 1 |
| CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues. | Sees trends, patterns and missing pieces when looking at information and tries to draw links between the information and the context Anticipates, understands and acts upon the forces that will help improve one's working environment | 2 |
| FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail. | Makes sure one has all the information needed before starting any task or project in order to avoid producing incorrect work Consults with someone familiar with how a task is done, if possible, to make sure one is doing it right | 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 fulfill commitments made to other employees, supervisors, peers and customers Does not observe punctuality; always gets to work late and misses important meetings and appointments with team members and clients | 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 |
| QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer. | Does not put enough energy or attention on the assigned task and is uneven in own productivity Regards productivity as other employees' concern; does not offer suggestions to increase the amount of work one produces | 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. | Does not know how to install and configure most products Poor at communicating information and is hardly able to answer most questions related to 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 resources you have used for effective multi-tasking other than your own time and attention? | [employee comments] |
| DEDICATION TO WORK: Do you give all the tasks provided your utmost attention or do you overlook details? Do you give your very best in a group setting or you sit back and allow others to do your work? | [employee comments] |
| EMPATHY: What is one or two things you have learned from caring for or helping others at work? Describe a time when you were able to strengthen a relationship between colleagues using effective communication. What made your communication effective? | [employee comments] |
| COMMITMENT TO THE JOB: Can you give an example of a time when you had to go above and beyond the call of duty to have a task accomplished? Have you ever been overloaded with work? How do you manage your work so that it gets done on time? | [employee comments] |
| CONCEPTUAL THINKING: Can you give an example of when you integrated seemingly unrelated information in order to anticipate a problem or analyze a situation? Describe the steps and methods you have used to identify a vision for your department. What would you have done differently? | [employee comments] |
| FOLLOWING DIRECTIONS: How do you help a colleague improve his/her ability to follow instructions? Can you describe a time when you received complex instructions? How did you make sure you understood each and every detail? | [employee comments] |
| PERSONAL ACCOUNTABILITY: Describe an occasion when you chose not to complete a task, for whatever reason. What happened? What are some of the special responsibilities and assignments you have been given in the past that are not part of your routine? | [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 successfully influenced your team members to embrace change? How did you go about it? | [employee comments] |
| QUANTITY OF WORK: Describe a time when you have had to adjust your working pattern in order to be more productive. How did this affect the quantity of work you produced? Describe a training program that you have enhanced or developed to improve the quantity of work produced by your team. How has this benefited the team? | [employee comments] |
| PRODUCT KNOWLEDGE: What efforts are you making to improve your understanding of different product specifications? What are you doing to improve your ability to fix problems associated with 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: |