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

A clinical therapist is tasked with the responsibility of offering medical help to patients so that they can cope with behavioral, mental and emotional problems that they go through from time to time. He/she can also take part in organizing clinical mental medical sessions for various affected people in collaboration of with other health personnel and organizations.

Beside that he/she can do the following tasks; assessing patient's needs, designing treatments plans for each patient, conducting counseling session for various groups or individuals, implementing various case management techniques for the various patients, monitoring and recording patients progress, facilitating patients referrals to other facilities and preparing patients treatment reports.

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

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.

Does not act soberly when the negotiation process hits a dead end and tends to lash out when it goes wrong.

Finds it difficult to build rapport with the negotiating parties and does not engage well with others.

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.

Keeps a selection of simpler projects or smaller tasks and performs them while waiting for inspiration or information on a larger project

Simplifies tasks that one cannot eliminate such as routine tasks and tries to perform them in as much detail as they require

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.

Deliberately neglects the set safety procedures thus endangers one's life, that of employees as well as the company as a whole

Shows the unwillingness to introduce training programs that help employees achieve fewer injuries and increase safety in the workplace

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.

Delegates too much at one time and does not give enough time for the person handling the task to complete it effectively

Does not allow for mistakes and failure; criticizes an employee who makes a mistake while performing a task and doesn't give him/her room for improvement

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

Sets oneself the challenge of having a conversation with a stranger every week in order to understand life in another person's perspective

2

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

Observes a person to see how they respond to change:- whether they are cheerful or complaining when handling new tasks

Looks at a person's punctuality and attendance:- whether or not a person has attained perfect attendance to work and meetings

2

PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish.

Does not show interest in learning new things or attending courses that enhance one's professional and personal development

Wastes plenty of time doing things that are not important to the company and fails to work on what is important

1

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

Gains power by undermining the position of the person one is trying to persuade making them feel less important during the meeting

Imposes one's own views instead of listening to what others have in mind and coming up with an agreement

1

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Is reluctant to explain to employees the importance of producing quality work or problems that the company could face if employees continued producing low-quality work

Does not check own work, to make sure that one meets the set quality standards, before submission

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.

Does not understand most industry trends, terminologies, and concepts surrounding a product

Hardly understands how a product addresses the needs of a client

1

Self Evaluation

Self Evaluation Question

Employee Comments

NEGOTIATION SKILLS:

How well can you rate your negotiation skills? Explain your answer.

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

[employee comments]
MULTI-TASKING:

What system do you use to keep track of multiple projects? How has this helped you meet deadlines?

What are some of the resources you have used for effective multi-tasking other than your own time and attention?

[employee comments]
SAFETY AT WORK:

Describe a time when an accident happened at work. What caused the accident? What did you do to help those who were involved?

Can you give an example of a time when you had to stop an important process due to the danger of imminent accidents?

[employee comments]
DELEGATION:

Do you regard yourself a micro or macro manager? How do you delegate your tasks or projects?

What are some of the things you have done to improve your delegation skills?

[employee comments]
EMPATHY:

Can you think of a time when you had to deliver less than ideal news? How did you go about it?

Can you think of a time someone interpreted something you said negatively, even though you didn't intend for it to be negative?

[employee comments]
EVALUATING OTHERS:

Is there a time when you have not been honest when giving feedback? If yes, why is that?

How have you helped a person, who is motivated and excited about his ability, continue to grow and develop?

[employee comments]
PERSONAL DRIVE:

Is there a time when you have received an award from the company? What was the award? Why did you receive the award?

If you were asked to supervise your colleagues, how would you interact with them in order to help them find their personal drive?

[employee comments]
PERSUADING OTHERS:

When selling an idea, it is sometimes useful for one to use real-life stories. Can you give an example of a time when you were able to do that? What was the outcome?

Can you describe a time when you have successfully influenced your team members to embrace change? How did you go about it?

[employee comments]
QUALITY OF WORK:

How often have you produced low-quality work? What has prevented you from producing high-quality work?

How do you help new members of your team cope with the agreed team standards and values?

[employee comments]
PRODUCT KNOWLEDGE:

What efforts are you making to improve your understanding of different product specifications?

How often do you adhere to procedures and policies that guide products and services?

[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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