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

A Pediatric Psychologist is responsible for promoting the health, well-being and the proper development of children and that of their families. They examine any signs of development delays, learning disabilities, and confusion in adolescents and develop appropriate treatment guideline for them. He/she will also get to promote child affair policies especially those that are related to health.

Beside the primary role, other responsibilities include; conducting research to study on pediatric issues, undertake diagnosis and treatment of mental disorders in children, examine the behavior of family members to have a better understanding of the dynamics of the family, conduct various interviews and record data, devising treatment plans for the patients, offering proper information to the family, providing counseling sessions to the child and family and improving pediatric services.

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

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.

Makes sure that flammable trash such as oils, paper, and dry wood is disposed daily

Recognizes employees who work hard to keep the workplace safe and disciplines those who behave in ways that could harm others

2

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.

Assumes that the person assigned the task understands what one wants, rather than making sure he/she does actually understand

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.

Does not refresh the plans frequently to keep them from becoming stale and keep the energy energized on their execution

Develops plans that leave too much room for interpretation thus employees misinterpret the plans and miss the intended mark

1

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.

Uses a highly efficient organizing system to develop strategies without losing sight of the goal

Does not leave any detail to chance rather takes everything into consideration

2

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Completely adheres to the laid out company rules without defaulting any of them

Does not consider any dubious methods or less honorable plans or strategies to get work done

2

PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face.

Does not have a goal or vision in mind that motivates and drives oneself

Is not confident in one's own abilities thus, loses interest to keep trying

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.

Jumps into a new situation assuming that one knows just what to do and ends up making terrible mistakes

Defines clear goals but does not develop ways to accomplish them thus often gets frustrated when one doesn't meet them

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.

Takes too much time to get the job done thus delays output or produces less number of works

Gets depressed when one makes a mistake rather than learning from it and moving forward

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 know how to install and configure most products

Poor at communicating information and is hardly able to answer most questions related to 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]
SAFETY AT WORK:

How do you set your company's safety rules? How do you make sure that every employee follows these rules?

Is there a time when you have had to deal with an employee who repeatedly ignored the company's safety instructions? What did you do?

[employee comments]
DELEGATION:

Can you describe a time when you have solved a major company problem due to an effective delegation of tasks?

How do you deal with an employee who does not deliver a project on the agreed time?

[employee comments]
STRATEGIC PLANNING:

What are the steps and methods you have used to define a vision for your position or department?

Can you describe the techniques or methods that you have used to develop a strategic plan for your company or department?

[employee comments]
PLANNING AND SCHEDULING:

Do your planning skills need improvement or are they ready to go?

Are you well versed with the IT systems for planning and scheduling?

[employee comments]
DEPENDABILITY:

Are you willing to do whatever it takes to get the job done no matter the situation?

Are there areas you have not showed or practiced dependability that you need to change

[employee comments]
PERSISTENCE:

Describe a time when your manager put pressure on you. Did you handle the pressure as well as you would have loved to?

What have you done in the past to become successful in achieving your goals?

[employee comments]
USING COMMON SENSE:

Describe a time when you have had an argument with your boss because you had not done something that required common sense. What was it and how did you defend yourself?

How do you avoid making the most common mistakes at work like being late or missing deadlines?

[employee comments]
MANAGING DETAILS:

How would you deal with a team member who is super detail oriented, that he/she always slows the team down?

What are some of the things you have done or skills you have acquired to improve your ability to manage details at work?

[employee comments]
PRODUCT KNOWLEDGE:

What efforts are you making to understand how a product compares to rival products?

What efforts are you making to know the customer experience offered by 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:

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