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

A claims adjuster is responsible for determining how much an insurance company pays to a claimant. The adjuster analyzes the property, and the damage reported to get an estimated amount of the event. He/she also visits the site of damage or going to where the wreckage of a car is stored.

Other duties include examining the insured property, conduct a background search for information regarding the damage, and provide a comprehensive report of the claim. He/she also gathers all the necessary information on behalf of the insurance company from videos to audio evidence. Lastly, they also consult the police and retrieve reports in case of fire and road accidents.

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

INTERPERSONAL SKILLS: Interpersonal Skills are a set of abilities that enable a person to positively interact and work with others effectively while avoiding office disputes and personal issues with each other.

Does not know how to communicate in a clear way so that others can easily understand.

Demonstrates a lack of confidence and poise when around other people.

1

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.

Gives each employee sufficient time to accomplish the specific objectives assigned to him/her

Pays attention to the human resources required for the plan to succeed

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.

Does not care about own words and actions and the perception they create in others

Does not seem to care about the needs of different people in the community and does not see the need to offer help to them

1

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

Easily gets distracted when colleagues talk or phone rings while handling a task thus forgets important details

Is too tolerant of errors and always falls short of the mark in terms of accuracy and quality

1

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Learns more about the company and makes an effort to understand the complete operation and production aspects in order to grow and develop as an employee

Looks for solutions instead of griping about problems; comes up with suggestions about ways to make things better and run smoothly

2

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Takes ownership of personal or team performance and helps team members to achieve their goals or improve their performance

Generates enthusiasm among the team members for accomplishing common goals that elevates the team and ensures the company success

2

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

Makes assumptions about the person one is persuading and therefore is not able to reassess when new evidence emerges

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

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.

Kicks oneself after making a mistake instead of learning from it and moving on to looking for ways to avoid future mistakes

Bases own opinions on what others think instead of doing own research and looking at both sides of the story

1

WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company.

Often fails to acknowledge cited works and shows little understanding of the appropriate referencing styles

Does not connect with the target audience when writing reports and proposals

1

ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business.

Demonstrates weak oral and written communication skills when sharing an analysis with others

Does not show willingness to learn how to use critical thinking skills when evaluating information

1

Self Evaluation

Self Evaluation Question

Employee Comments

INTERPERSONAL SKILLS:

Do you find it easy to strike a conversation with other people?

Do you normally take the time to build meaningful and positive relationships with others?

[employee comments]
STRATEGIC PLANNING:

Can you describe a time when you have anticipated the future and made changes to current operations to meet future needs?

What tips would you offer anyone who is taking a role that involves strategic planning and accountability for decisions?

[employee comments]
EMPATHY:

Think of a time you had to address an angry client. How would you assess your role in diffusing the problem?

Why is it important for employees to show empathy towards each other as well as towards their customers?

[employee comments]
ATTENTION TO DETAIL:

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

What tools/techniques do you use to check your work? Why do you use these tools/techniques?

[employee comments]
ENJOYMENT OF THE JOB:

Describe a time when you felt your work was unmanageable and were unable to meet deadlines. What did you do about it?

Can you describe a time when you made a suggestion to improve the work in your department? What was the outcome?

[employee comments]
PERSONAL ACCOUNTABILITY:

Can you describe a day when your supervisor was absent, and you had to make tough decisions? What are some of the decisions you made?

Would you rather design procedures and plans or implement/manage them? Why?

[employee comments]
PERSUADING OTHERS:

Describe a time when you have used persuasion to convince someone to see things your way. What tips did you use?

Can you describe a time when you have had to convince a difficult colleague to accept your idea?

[employee comments]
USING COMMON SENSE:

When is the last time you failed in a project because you did not use common sense? How did you rise up?

When is the last time you apologized to a colleague? What had you done and why did you feel the need to do this?

[employee comments]
WRITING REPORTS AND PROPOSALS:

How often do you encourage others to acknowledge cited works?

Can you think of a situation you failed to use an appropriate writing style? How did you correct the mistake?

[employee comments]
ANALYTICAL SKILLS:

Can you recall any problem you solved that required analyzing complex and large volumes of data?

What efforts are you making to improve your knowledge to work with numbers and figures?

[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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