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

A School Psychometrist is tasked with the primary role of administering and interpreting a variety of standardized psychological and cognitive tests to students and helping to assess their medical conditions further to come up with a good treatment plan. They also will be tasked with testing, evaluating, and recording aptitudes, behavioral and personality traits of the students from time to time.

Besides that he/she can also get to perform other duties include; scoring the tests based on clinical guidelines and forward them to the psychologist to help them give proper treatment, assist psychologist to administer appropriate tests, observe and document observation results from people being tested and establish rapport with students in order to obtain the best results.

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

ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team.

Does not fulfill administrative and performance management functions as required.

Has poor customer service experience and finds it difficult to make visitors feel relaxed and comfortable.

1

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Proposes different ways to do things and understands the value of other ideas and ways of doing things

Listens to different points of view of a given issue, identifies main negotiation points and promotes mutual understanding

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.

Takes the project back when one is not satisfied with the progress instead of working with the employee to make sure that he/she understands the project to be his/her responsibility

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

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.

Supports the company plans with all the necessary documentation as well as filing them for future use

Strictly follows and stays on plan while helping other coworkers do the same

2

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.

Looks for moments that positively transformed one's own life and uses the moments to draw strength and inspiration

Regularly exercises and eats the right food in order to level self-energy up and feel good about oneself physically

2

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Frequently misses important information thus, causes breakdown in communication which leads to incorrect work and lack of business

Considers reading instructions a waste of time; rushes through tasks just to complete them in time without reading instructions thus, makes lots of mistakes

1

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Does not ask others about employee interactions with colleagues, customers or suppliers thus misses critical information about them

Tracks employees' location even when they are taking a day off or are on vacation

1

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.

Makes assumptions about the person one is persuading and therefore is not able to reassess when new evidence emerges

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

1

Self Evaluation

Self Evaluation Question

Employee Comments

ADMINISTRATIVE SKILLS:

Do you think you are a good role model to your junior staff?

Give an instance, or example that you can say is your proudest moment of being in an administrative capacity?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

Can you give an example of one or two times when you have presented new information to key decision-makers to help them understand a situation?

Is there a time when you have encountered a problem due to lack of knowledge of your company processes? How was the problem solved?

[employee comments]
DELEGATION:

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

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

[employee comments]
STRATEGIC PLANNING:

What are your long-term and short-term goals? What have you done to achieve them effectively?

What factors do you consider when selecting the right people for your strategic planning team?

[employee comments]
PLANNING AND SCHEDULING:

What are those goals that require more skills in planning and decision making?

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

[employee comments]
ENTHUSIASM:

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

Can you think of a time when you sought a colleague's idea or opinion when working on a new project?

[employee comments]
FOLLOWING DIRECTIONS:

How do you help a colleague improve his/her ability to follow instructions?

Is there a time you have had a conflict with a customer or colleague due to not following simple instructions? How did you resolve the conflict?

[employee comments]
MONITORING OTHERS:

How do you make sure the other person doesn't know you are observing them?

How do you access an employee's accountability? How do you deal with an employee who doesn't deliver their work on time?

[employee comments]
PERSONAL DRIVE:

Describe how you demonstrate personal drive at work. What have you done to improve your personal drive?

How do you ensure that your personal drive level is high on a daily basis?

[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]

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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