Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a casualty claims representative. Find the right words with quality phrases.
A casualty claims representative works for insurance companies, and they are obligated with the primary responsibility of investigating claims by customers who have suffered personal injury or damage to vehicles and other properties covered by the insurance. He/she evaluates the damage done and calculates the amount of compensation the customer has to be paid.
Besides that, they also get to handle the following related tasks; ensuring that all claims are genuine, track, record and follow up on any fraudulent claim actions, maintain claim files, prepare claim reports for data processing and subsequent presentation and report any claim irregularities that might occur.
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. | Maintains an untidy and disorganized workspace area with personal effects not well kept. Manages time in an improper way leading to work piling up overtime. | 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. | Strives to influence the outcome of any negotiation process positively. Acts soberly when a difficult situation arises during the negotiation process. | 2 |
| KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity. | Is always late to work, functions, and meetings and takes a day off when a major or important event is taking place at work Spends one's free time gossiping and talking ill of own bosses and other employees, rather than doing something that benefits the company | 1 |
| DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome. | Is not able to let go; fears that no one else has the ability or the skills necessary to execute the work effectively Does not take the time to explain why the job is being delegated, why to that particular person and how it fits in the overall scheme of things | 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 Holds communication sessions with different stakeholders in order to present the plan and involve them in its implementation, operation, or review | 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. | Pays attention to the surrounding, the expressions, feelings, and actions of the people before interacting with them Tries to come up with answers that truly explain one's own feelings and refrains with negative answers such as "I don't know" | 2 |
| 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. | Is not able to stand for own values in the face of criticism; often does what other people want but not what one thinks is right Defines clear goals but does not develop ways to accomplish them thus often gets frustrated when one doesn't meet them | 1 |
| MEETING MANAGEMENT: Meeting Management is the skill to know and understands the reason why an official meeting should be held and who should attend. | Invites unnecessary people to meetings and ends up wasting a lot of time and resources Hardly issues participants with a list of topics to be discussed in advance | 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 proofread and edit reports and proposals before submitting Understands very few components of writing reports and proposals and does not show interest to learn more | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| ORGANIZED WORKPLACE: Are the channels for solving issues clear to you? If yes, explain why? Is there teamwork in the organization? How do teams perform when assigned tasks and projects to handle? | [employee comments] |
| NEGOTIATION SKILLS: Have you ever compromised to help reach an acceptable solution? Describe your best and worst moments of any negotiation process you have been part of? | [employee comments] |
| KNOWLEDGE OF JOB: In your opinion, do you think knowledge of your area of responsibility had benefited your company in any way? If yes, how? What techniques do you use to plan your daily tasks? How effective have they been? | [employee comments] |
| DELEGATION: Is there a time when you have made a terrible mistake due to poor delegation skills? What happened and how was it resolved? How do you make a decision to delegate work? How do you choose the appropriate employee to handle a certain task? | [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: What is one or two things you have learned from caring for or helping others at work? 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: How have you used common sense at work to meet your goals? Give a specific example when this happened 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] |
| MEETING MANAGEMENT: What are you doing to ensure that you start and end meetings as scheduled? Which approaches are you employing to hold more creative meetings and do you leave room for creativity? | [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] |
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: |