Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a claims representative. Find the right words with quality phrases.
A claims representative is mandated to examine claims and obtain sound facts to assess loss, liability, and coverage. He/she works with all the involved individuals to come up with a comprehensive report about the claim.
He /she is also responsible for documenting the claim investigation activities accurately and in the right time. In addition, they carry out negotiations with the claimant to arrive at an appropriate settlement. Other duties include taking care of the legal and medical aspects of the process. They also communicate timely with the company and the insured persons. Finally, the representative follows up on the customer after the claim has been covered.
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 |
|---|---|---|
| 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. | Rarely consults when something in the workplace is not in order. Rarely ensures that things around the workplace are in order. | 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 commitment to the negotiation process and ensures that a deal is brokered in the end. Is assertive when presenting views and ideas and seeks to make people understand what the key points are. | 2 |
| SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds. | Is afraid to report any suspicious or unusual behavior, with an employee, that could become a safety hazard Does not seek employees input on how to maintain a higher level of safety awareness in the company | 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. | Does not care about own words and actions and the perception they create in others Ignores and hides the emotional content in a conversation with colleagues making them not to open up fully | 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 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. | Finds something good to say about others even when one does not like what they have produced Looks for evidence that a person sets clear goals that match the company's objectives | 2 |
| 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. | Sets unattainable goals and therefore gets frustrated when one keeps on missing the deadlines Does not track the performance of team goals and therefore fails to identify team members who are lagging behind or those who are working hard | 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. | Hardly remembers information and has a poor visual perception of information Possesses little understanding about the reliable data collection techniques and ends up analyzing inaccurate data | 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 Demonstrates little knowledge on how to use a product together with another | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| ORGANIZED WORKPLACE: Are you are reliable workmate? If yes, what have you done to show that? How can you rate the general work morale? Are people in good spirits when discharging their roles? | [employee comments] |
| NEGOTIATION SKILLS: Give an instance that you managed to negotiate on something. What was the result? Describe your best and worst moments of any negotiation process you have been part of? | [employee comments] |
| SAFETY AT WORK: How do you set your company's safety rules? How do you make sure that every employee follows these rules? How would you deal with an employee who does not use the protective equipment? | [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] |
| 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] |
| EVALUATING OTHERS: Describe a time when you went into a performance review without preparation. How did it go? What ways, if any, have you used to help underperforming colleagues improve their performance? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals? Is there a time when you were working on an important goal, but then you realized that you couldn't achieve it when you were already halfway done? What did you do? | [employee comments] |
| WRITING REPORTS AND PROPOSALS: How often do you encourage others to learn how to integrate primary data and secondary sources accurately? How often do you encourage others to employ writing styles that are reader-friendly? | [employee comments] |
| ANALYTICAL SKILLS: What is the most complex analytical task you have ever undertaken? What efforts are you making to search for the best sources of information? | [employee comments] |
| PRODUCT KNOWLEDGE: What efforts are you making to understand how a product compares to rival products? 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: |