Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a consulting psychologist. Find the right words with quality phrases.
A Consulting Psychologist is tasked with the primary responsibility of putting a company or an organization back on its growth track by listening, understanding, identifying problems and finding solutions. He/she is tasked with finding the underlying problems of his or her clients that may include corporations, companies, and organizations and coming up with relevant and workable solutions.
Besides the primary task, he/she will get to perform the following tasks; offer consultative services to the clients, collecting and analyzing information about psychological issues, conduct research on various issues in reaction to psychology as well as identify and come up with workable solutions for his or her clients.
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 |
|---|---|---|
| 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. | Offers the wrong advice; tells people to be what they are not or do what they should not when they come for advice Is not willing to share one's failures and successes as a way to help other employees understand that they are not the only ones who face challenges | 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. | Ensures the project's or task's success through ongoing monitoring and communication as well as provision of credit and the required resources Takes the time to prepare and develop the discipline to map out exactly what one is asking for | 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. | Uses a work area that is a giant mess making it impossible to find information required on time Assumes a wait and see approach on every project without taking any action | 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 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. | Explains the thought process that led to one's policies in order to reduce people's mistrust caused by monitoring their activities Frequently checks in on employees in their own offices or departments at an unscheduled time | 2 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Prepares for any contradictions by practicing own pitch and giving it a thorough evaluation before meeting the person one wants to persuade Remains calm in order to avoid an appearance of self-doubt and anxiety and speaks in a clear, straightforward manner | 2 |
| PROBLEM/SITUATION ANALYSIS: Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down. | Does not take the time to create a plan that would help one stay on track when analyzing the situation at hand Breaks down a problem into smaller ones but does not develop strategies to solve the problems | 1 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Assumes to know everything and does not seek for extra assistance from colleagues on complex concepts learned in training sessions Lacks the interest to learn new skills and has a negative attitude towards complex training sessions | 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 Does not show willingness to learn how to use critical thinking skills when evaluating information | 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. | Demonstrates little awareness about the customer experience offered by a product Shows little willingness to understand how products address the needs of clients | 1 |
Self Evaluation | |
Self Evaluation Question | 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? Give a good example of a time when there was a conflict in your team, but you were able to fix it. What had happened? What did you do? | [employee comments] |
| DELEGATION: What are some of the techniques or methods you have used to ensure effective delegation? How do you deal with an employee who does not deliver a project on the agreed time? | [employee comments] |
| PLANNING AND SCHEDULING: Do your planning skills need improvement or are they ready to go? Do you have a workable daily schedule that you consistently follow? | [employee comments] |
| EVALUATING OTHERS: How do you prepare for an evaluation process? How do you make sure that a person knows exactly what you are looking for? Is there a time when you felt you did not get what you expected from your evaluation? Why? What did you do? | [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? What are some of the challenges you have faced when trying to persuade others and how have you overcome them? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: Your manager wants to buy a program that will improve the customer service and asks you for a recommendation. How would you reply? What factors have you considered when developing and evaluating solutions to a problem? | [employee comments] |
| TRAINING OTHERS: How often do you participate in specialized training and what efforts are you making to look for more training opportunities? What efforts are you making to attend important training sessions? | [employee comments] |
| ANALYTICAL SKILLS: Can you recall any problem you solved that required analyzing complex and large volumes of data? How often do you encourage others to use appropriate oral and written communication skills when sharing an analysis? | [employee comments] |
| PRODUCT KNOWLEDGE: What efforts are you making to improve your understanding of different product specifications? Have you ever failed to demonstrate how a product can be integrated with another? What did you do to improve? | [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: |