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

An Early Intervention School Psychologist is tasked with the primary role of improving the overall educational experience for the school students through undertaking various interventions, policies, and programs. They work with students who are struggling with their studies through employing psychological and educational techniques to help them improve over time.

In addition to that, they can also get to perform the following; design intervention programs to help the students improve, evaluate the students? progress from time to time, diagnose and treat mental related issues on the students, offer consultation services to the students, parents, and teachers and reviewing students data collected after experiments are done.

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

INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements.

Does not know how to give feedback to other people and is not ready to receive feedback when given.

Does not know how to develop and maintain strong working relationships with people.

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.

Explains the specific goals for each task and how one will know whether or not an employee has accomplished the goal

Asks the person assigned the task to paraphrase the assignment or request in their own words to make sure that they understand what they are supposed to do

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.

Suffers from a lack of planning in every aspect of the work

Commits to formulate plans and schedules then does not follow up on them

1

ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you.

Always has negative thoughts and is always looking at the glass as half empty

Takes flexi-time in the workplace for granted. Gets to work late and leaves early

1

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.

Listens carefully to what the other person has to compromise and only offer what one can, without feeling resentful or used up

Continues on without being affected by what others think about oneself, or without being appreciated by other colleagues

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.

Commits one's own time and energy to see that goals are achieved the right way and in a timely manner

Remains positive and optimistic even when everything is not working or when a project does not meet expectations and urges others to do the same

2

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

Tries too hard to persuade, which puts off people faster or makes them lose interest in what one has to say

Does not take the time to find out what the other person really needs before starting the persuasion process

1

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Displays distracting and disruptive behaviors that interfere with the performance and productivity of other employees

Has trouble meeting tight deadlines and does not pay attention to the needs of other employees waiting for own work

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

Demonstrates little knowledge of working with numbers and figures and is often unable to interpret mathematical 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.

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

Shows little willingness to understand how products address the needs of clients

1

Self Evaluation

Self Evaluation Question

Employee Comments

INNOVATION:

Give an instance you thought critically and came up with workable solutions?

How well do you respond to issues and what do you feel is your weak point when dealing with problems?

[employee comments]
DELEGATION:

Describe a time when you have had to deal with an employee who was not following your instructions on an assigned project. How did you go about it?

How do you ensure that the person you assign a task has understood all the instructions?

[employee comments]
PLANNING AND SCHEDULING:

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

What help do you require to become better in your planning?

[employee comments]
ENTHUSIASM:

Can you think of a situation where you were intensely motivated? When were you bored?

Is there a time when a task had to be completed, and you were able to focus your efforts and attention to get it done?

[employee comments]
PERSISTENCE:

Is there a time when you have faced a difficult situation? What ways did you use to sustain your ability to keep on going until the situation was fixed?

Is there a time you have persuaded your manager to accept an idea that you knew he/she would not like? What resistance did you meet and how did you overcome it?

[employee comments]
PERSONAL DRIVE:

What personal and career goals have you set for yourself? What are you doing to make sure that these goals are accomplished?

What behaviors, workplace events or actions limit or destroy your personal drive? What do you do to get back on track?

[employee comments]
PERSUADING OTHERS:

Is there a time when you have had to persuade a group of managers to accept your proposal or idea? How did you go about it?

Can you describe a time when you have had to convince a difficult colleague to accept your idea?

[employee comments]
QUANTITY OF WORK:

Describe a big change that occurred in a project you were working on. How did you take advantage of this change to improve your productivity?

What do you think can be done differently to improve the overall productivity of your company?

[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 are you doing to enhance your understanding of industry trends, terminologies, and concepts surrounding a product?

What are you doing to improve your ability to explain to a client how a new product works?

[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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