Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a corporate claims examiner. Find the right words with quality phrases.
A corporate claims examiner is tasked with the primary responsibility of reviewing settled insurance claims to ensure that payments are made in the right manner following the stipulated policies. He/she reports any overpayment or underpayment given by the company to the insured and confers with the legal team on matters of litigation.
In addition, he/she can perform the following tasks: enter claim payments, reserves and new claims; resolves any complex issues that pertains to claims; maintain all claim records and files whether digital or hard copy; verify data before any claim payment is made to the insured and making any claim data accessible when needed.
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. | Does not follow the company's dress code protocol to the letter Finds it hard to prioritize work given at any time leading to the job being done haphazardly. | 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. | Exudes a great wealth of knowledge and present concrete facts while negotiating. Shows willingness to compromise when the deal seems not to be going through for the interest of parties involved. | 2 |
| ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws. | Hurriedly does any work given and does not take the time to do it properly. Works in a haphazard manner without following the designed procedure. | 1 |
| JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion. | Allows external opinions or difficulty in changing a situation to be an excuse for one not to follow own heart when making a decision Is afraid of the consequences of making the wrong decisions and does nothing to work through that fear | 1 |
| 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. | Chooses tasks that can be paused easily especially when one's multitasking involves dealing with multiple interruptions Chooses compatible tasks such as reading a book and clearing your desk and does them together | 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. | Gives each employee sufficient time to accomplish the specific objectives assigned to him/her Sets clear deadlines to ensure that a timeline is being met and that the participants prioritize the process properly during the time that is required to complete it | 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 |
| 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 Uses exaggerated body language and gestures when making a point about a person's weak areas | 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 Does not know how to anticipate problems thus panics when faced with challenges on the way to accomplishing own goals | 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 Rarely thinks outside the box and is always unable to come up with a solution to solve a problem | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| ORGANIZED WORKPLACE: Do you feel that you follow all the rules and regulations to the letter? How can you rate the general work morale? Are people in good spirits when discharging their roles? | [employee comments] |
| NEGOTIATION SKILLS: Have you ever been involved in any negotiation process? What did you learn from it? Have the results of any negotiation process gone against your expectations? | [employee comments] |
| ACCURACY: Do you normally have a checklist or a guide before you start doing any given task? How do you do your research and do you use factual data and information while doing any task? | [employee comments] |
| JUDGMENT SKILLS: Can you think of a context or situation where you needed to demonstrate judgment? How was the situation resolved? In your opinion, what factors should one consider when comparing the pros and cons of two potential vendors for processing payroll? | [employee comments] |
| MULTI-TASKING: How do you prioritize your tasks to make sure that all are attended to and that they meet deadlines? Are there times when you have been interrupted while multi-tasking? What happened? What have you done to reduce or avoid interruptions? | [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? Can you describe the techniques or methods that you have used to develop a strategic plan for your company or department? | [employee comments] |
| EMPATHY: Think of a time you had to address an angry client. How would you assess your role in diffusing the problem? Have you ever decided to delay presenting some information to a colleague because you felt the timing was not right? | [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? In your opinion, do you think evaluating a person can give an adequate reflection of their character? | [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? What have you done to avoid the most common arguments with your colleagues and customers? | [employee comments] |
| ANALYTICAL SKILLS: Can you think of a small problem you ever identified and solved before it could turn into a big problem? Can you describe a situation where your analytical outcome was incorrect? How did you solve the problem? | [employee comments] |
Summary |
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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: |