Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a chemical dependency therapist. Find the right words with quality phrases.
A Chemical Dependency Therapist has the primary role of conducting individual, family and group counseling for patients who are under chemical dependency programs. They are responsible for assisting those people who have struggled with addictions to drugs and alcohol. They act as mediators between all parties involved in case it is required.
He/she will get to perform various roles that are not limited to; monitoring patient's progress as they recover, keep and update patient medical records, planning and running treatment session for the patients, administering drug test from time to time, updating family members on the progress of their member and offering counseling services.
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 |
|---|---|---|
| MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball. | Finishes one task and moves to the next but still thinks about the task one has just finished Does not split up the steps for each task or create mini-deadlines for easier management thus fails to complete tasks on time | 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. | Clearly marks a potential safety concern by placing an appropriate visible sign in a place where the potential hazard could occur Goes beyond the regulations; addresses all safety hazards, whether they are covered by laws or not | 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. | Spend hours looking for items that should take seconds to find Assumes a wait and see approach on every project without taking any action | 1 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Verbally guarantees that deadlines will be met but consistently misses them Holds a questionable character that every customer and coworker gets concerned about | 1 |
| FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail. | Expresses one's disagreement in a polite manner; calmly explains one's side of things with facts, and does not only rely on feelings Does what one is asked to do in the workplace as long as it is moral, reasonable and harmless | 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. | Takes responsibility for prior mistakes and works on ensuring that such mistakes will not happen again in the future Is able to continue moving forward and sustain effort even after a setback or negative feedback | 2 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Provides too much information, which only gets people confused and makes them think that one is trying to blind them Does not take the time to find out what the other person really needs before starting the persuasion process | 1 |
| QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with. | Sets unrealistic goals for employees, which kills their energy and motivation to work on the goals Does not check the source of data before using it on projects thus sometimes makes serious mistakes | 1 |
| CUSTOMER SERVICE: Customer Service is the ability to cater for the needs of the client by providing excellent customer service without compromise. | Receives multiple customer complaints about failing to follow up on their inquiries as promised Alienates customers with special needs and does not bother to attend to customers on a first come first served basis | 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 outstanding understanding on how a product compares to rival products Hardly understands how a product addresses the needs of a client | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| MULTI-TASKING: Describe a situation that required you to do a number of things at the same time. How did you handle it? Are there times when you have been interrupted while multi-tasking? What happened? What have you done to reduce or avoid interruptions? | [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? Can you describe a time when you missed an incident of serious negligence? What happened? | [employee comments] |
| PLANNING AND SCHEDULING: Are there any new goals or responsibilities that you have assumed since your last evaluation? What area can you help in the scheduling of time and workload? | [employee comments] |
| DEPENDABILITY: Are you available when you need to complete a task or handle a difficult customer? Do you finish all your projects and tasks within the allocated time? | [employee comments] |
| FOLLOWING DIRECTIONS: Which is one time you have made mistakes due to not following directions? Were the mistakes fixed? How did you do it? Describe a time when you missed some steps in a project due to not paying attention to details. How did you fix it? | [employee comments] |
| PERSONAL DRIVE: Describe how you demonstrate personal drive at work. What have you done to improve your personal drive? 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: What are some of the things that you have done to improve your ability to persuade others? What are some of the challenges you have faced when trying to persuade others and how have you overcome them? | [employee comments] |
| QUALITY OF WORK: What do you think your company should do to fix some of the most common quality-related issues? How have you made sure that your projects meet the agreed quality standards? What tools or methods have you used? | [employee comments] |
| CUSTOMER SERVICE: How do you respond to customers who make unrealistic demands? What efforts are you making to redefine customer service processes to meet the ever-changing needs of customers? | [employee comments] |
| PRODUCT KNOWLEDGE: What efforts are you making to understand how a product compares to rival products? 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: |