Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a licensed psychologist manager. Find the right words with quality phrases.
A Licensed Psychologist Manager is tasked with the responsibility of supervising and overseeing all psychological activities including training and research. He/she also selects and assigns roles to staff members and ensures that all activities assigned are done in the right manner and within the stipulated timelines. He/she is also tasked with setting priorities for the various tasks relating to psychological activities.
In addition to that he/she will perform the following roles; conduct employee performance reviews, identify various staff development needs, ensure that all psychological records are maintained properly, monitoring and evaluating of various programs and organizational performances to ensure efficiency and performing other task assigned to him or her from time to time.
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 |
|---|---|---|
| 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. | Allows the negotiation process to go on without seeking any form of clarification on issues not well understood. Finds it difficult to build rapport with the negotiating parties and does not engage well with others. | 1 |
| INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work. | Steps back after giving the advice in order to allow others to make their own decisions or discuss important issues Does not judge people when they make mistakes; sympathizes with them and lets them know that one understands that the mistakes they made were only human | 2 |
| PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done. | Spend hours looking for items that should take seconds to find Establishes unrealistic plans that cannot work for anybody in the organization | 1 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Pretends to know everything and doesn't bother to ask questions about the work when one doesn't understand some aspects of it Uses judgment phrases such as "that was the wrong thing to do", or "good leaders don't", when evaluating people | 1 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Figures out ways to know if one is right about a certain observation on a person's behavior in order to avoid drawing false conclusions Takes the stated disciplinary action when a person fails to follow one's policies | 2 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Asks intelligent and thoughtful questions in order to get the other person to open up and talk about what he/she is passionate about Remains calm in order to avoid an appearance of self-doubt and anxiety and speaks in a clear, straightforward manner | 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. | 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 rank goals in the order of their importance to the company thus often misses deadlines for the most crucial goals | 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 Insists that a job be done in a certain way and does not welcome new ideas from others members of the team | 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. | Demonstrates weak oral and written communication skills when sharing an analysis with others Rarely thinks outside the box and is always unable to come up with a solution to solve a problem | 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. | Poor at explaining how to use a product to clients who have never used it before Does not know how to fix the most basic problems associated with a product | 1 |
Self Evaluation | |
Self Evaluation Question | 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] |
| INSPIRING OTHERS: People observe what you do more than they listen to how you speak. How do you ensure that your actions inspire others at work? How do you reward employees whose work exceeds your expectations? Give an example of when this has happened | [employee comments] |
| PLANNING AND SCHEDULING: Is there any area that takes additional time to plan and how do you intend to work on it? What help do you require to become better in your planning? | [employee comments] |
| EVALUATING OTHERS: Describe a time when you went into a performance review without preparation. How did it go? How have you helped a person, who is motivated and excited about his ability, continue to grow and develop? | [employee comments] |
| MONITORING OTHERS: What techniques have you used to monitor employees? Describe how monitoring others have helped improve your company's productivity Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why? | [employee comments] |
| PERSUADING OTHERS: Describe a time when you have used persuasion to convince someone to see things your way. What tips did you use? Describe the most difficult persuasion exercise you have conducted. What made it difficult and how did you go about it? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: Describe one of the greatest accomplishment in your career life. What are some of the challenges you faced along the way? What new skills have you learned to improve your ability to set realistic goals? How has this helped you achieve your goals effectively? | [employee comments] |
| MANAGING DETAILS: Describe a project that demanded accuracy from you. How did you go about it and what are some of the challenges you faced? 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? What efforts are you making to search for the best sources of information? | [employee comments] |
| PRODUCT KNOWLEDGE: What efforts are you making to improve your understanding of different product specifications? 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: |