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

A claims manager is responsible for leading and overseeing all the other claim professionals under him/her. He/she ensures that they conduct the claim investigation and processing procedures as articulated by the insurance company's policy.

Other duties include ensuring the process of claim investigation has been conducted diligently. They also maintain the insurance files of the claimants, reviews them, and follows up to know if they have been processed in real time. He/she also delegates duties to various professionals within the claims department such as claims representative and claims specialist among others. Lastly, they are mandated to liaise with the legal counsel to ease the litigation process if need be.

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

ORGANIZED WORKPLACE: Organized Workplace is a vital characteristic that helps the business to thrive for long term due to the sense of structure and order which efficiently promotes the team spirit.

Does not know how to follow protocol when handling work related issues

Does not exhibit calmness and soberness when working under pressure.

1

NEGOTIATION SKILLS: Negotiation Skills are a deliberative process by which people settle their differences through an acceptable agreement to both parties to co-exist without argument and dispute in the workplace.

Shows great skills and abilities when it comes to wrapping up deals.

Shows willingness to compromise when the deal seems not to be going through for the interest of parties involved.

2

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Takes personal opinion very seriously and does not accommodate anybody's opinion

Works well with the team only when heading a project but doesn't help others with their projects.

1

MANAGEMENT CONTROL: Management Control is a system that collects and uses the information to evaluate the performance of different organizational resources like the financial, physical and the organization performance as a whole.

Be open to how the staff approaches the work processes to help them manage and complete their job on time

Analyze situations carefully and gather enough information to make sure the judgment is sound

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.

Provides mentoring, coaching and stretching assignments that help colleagues and team members to develop to their full potential

Does not just want to be right to proof a point, rather, is truly interested in the best outcome or solution to a problem

2

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

Uses day planners, calendars, highlighters, project planning software, resource management software and any other program created to help one stay organized

Reviews work carefully for completeness, accuracy, and mistakes before sending it out

2

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

Is not honest when evaluating people's work; gives credit to people who don't deserve it and denies those who really deserve it

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

1

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Criticizes team members who fail to achieve their goals instead of working closely with them and trying to find out where the problem is

Does not break down a complex goal into smaller, manageable goals thus feels overwhelmed with the idea of handling it

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

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.

Does not understand how to work with graphical information and does not know how to use graphical software

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

1

Self Evaluation

Self Evaluation Question

Employee Comments

ORGANIZED WORKPLACE:

Do you feel that you follow all the rules and regulations to the letter?

What areas do you feel you need improvements when it comes to being organized at work?

[employee comments]
NEGOTIATION SKILLS:

Have you ever compromised to help reach an acceptable solution?

Have you ever backed out of negotiation process and what was the outcome?

[employee comments]
TEAM BUILDING:

Are you a team player or a mere observer? What do you need to change?

What is the one particular lesson the team learned from you that they did not have before?

[employee comments]
MANAGEMENT CONTROL:

Do you communicate effectively with the teams and supervisors as a developmental cross-pollination in the business?

Do you allow employees to seek your advice about matters concerning them both personal and professional?

[employee comments]
EMPATHY:

In your opinion, what are the ingredients in building and maintaining good relationships with colleagues 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]
ATTENTION TO DETAIL:

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

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

[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?

Is there a time when you felt you did not get what you expected from your evaluation? Why? What did you do?

[employee comments]
GOAL AND OBJECTIVE SETTING:

How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals?

What do you look for in team members when setting goals for the team? How do you keep track of your team goals?

[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]
ANALYTICAL SKILLS:

What is the most complex analytical task you have ever undertaken?

How often do you encourage others to use appropriate oral and written communication skills when sharing an analysis?

[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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