Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an applied behavior science specialist. Find the right words with quality phrases.

An Applied Behavior Science Specialist has the primary responsibility of providing counseling and developmental assistances to adults and children based on their behaviors. They use their knowledge and experience in behavioral science to develop and implement relevant, effective and efficient treatment plans for those patients with developmental and intellectual disabilities.

Besides the major roles they can also perform the following tasks; train other residential staffs on how to undertake various treatment procedures, conduct various assessments under the guidance of senior specialists, conduct counseling sessions with individuals and groups, monitor, and report on the treatment progress of each patient and undertake case reviews.

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

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.

Delegates too much at one time and does not give enough time for the person handling the task to complete it effectively

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

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

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Does not make a serious commitment to work with others

Does not consult anyone before setting goals ending up working on the least important tasks first

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.

Finds it difficult to trust other employees, thus, is not able to influence positive change in the workplace

Always complains and grumbles whenever there is a team meeting

1

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

Is willing to keep asking for what one wants even when other people keep on turning one down

Plans what one intends to say before one does so and then delivers it with conviction and confidence

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.

Looks at the problem from different directions in order to identify the root cause rather than getting sidetracked by the symptom

Takes full responsibility for mistakes made from solutions that one has implemented and refrains from blaming other people

2

TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace.

Does not acknowledge the importance of training and hardly concentrates during training sessions

Rarely encourages team members to share concepts learned in training sessions

1

WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company.

Often fails to acknowledge cited works and shows little understanding of the appropriate referencing styles

Shows little willingness to learn the value of good written communication when writing reports and proposals

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

Possesses little understanding about the reliable data collection techniques and ends up analyzing inaccurate data

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

DELEGATION:

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

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

[employee comments]
PLANNING AND SCHEDULING:

Are there any new goals or responsibilities that you have assumed since your last evaluation?

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

[employee comments]
DEVELOPING OTHERS:

Do you consult the rest of the management before you make decisions?

What do you spend your energies on ? development or bringing down?

[employee comments]
ENTHUSIASM:

Are there times you have not achieved something that you set out to do? How did you feel about that?

Can you give examples of some of the improvements you have made at work without being asked?

[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:

How do you weigh the advantages and disadvantages of a solution before implementing it?

What are some of the challenges that you have encountered when analyzing problems and how have you faced them?

[employee comments]
TRAINING OTHERS:

How often do you encourage team members to take part in training sessions?

What are you doing to prepare for training sessions ahead of time?

[employee comments]
WRITING REPORTS AND PROPOSALS:

Have you ever failed to proofread and edit a report or proposal before submitting? How did you correct the situation?

How often do you encourage others to employ writing styles that are reader-friendly?

[employee comments]
ANALYTICAL SKILLS:

What steps do you follow when studying a problem before making a final conclusion

How often do you encourage others to think outside the box when trying to solve a problem?

[employee comments]
PRODUCT KNOWLEDGE:

Were there any times where you were able to demonstrate how to use a product together with another?

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:

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