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

A counseling services director has the primary responsibility for managing and overseeing counseling services in various levels of an individual such as academic, career, and personal counseling. He/she is assigned the role of providing consultation on psychological matters to staff as well as coordinating counseling activities with other departments.

Other tasks that he/she can handle include; planning, organizing and supervising all counseling services activities, establish relevant goals and objectives in relation to the counseling services, assist in policy development and implementation, delegate work to other counseling personnel, monitor work progress of the department, participate budget preparation, and handle any administrative tasks assigned and performing any other duty assigned to him or her.

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

INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc.

Does not ask relevant questions that are in line with knowing what the position and the company entails.

Arrives late for the interview process and looks disoriented in most cases.

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.

Includes details and straightforward instructions in order to avoid most communication gaps and allow tasks to be executed effectively

Allows the person assigned the task to complete the task in a way he/she feels more effective for obtaining the desired objectives

2

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

Fails to make employees aware of the goals and therefore the employees do not understand what is expected of them

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.

More concerned with being prepared than getting the job done

Assumes a wait and see approach on every project without taking any action

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.

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

EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Looks for evidence of a person persisting and never giving up in spite of difficult situations

Watches to see whether or not a person is able to remain calm and composed when facing a difficult situation or when under pressure

2

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Sets different goals for team members with similar responsibilities thus encourages internal rivalries that lead to diminished morale

Describes own goals and objectives in a negative way thus feels demotivated and lacks morale to accomplish them

1

ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal.

Goes back and forth between different tasks thus slows down own brains and clouds own judgment

Performs complex tasks later in the day when own mind feels bogged down thus ends up not completing them or submitting poor 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.

Lags behind in identifying a problem and is often unable to come up with an effective solution to a problem

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 know how to install and configure most products

Hardly understands how a product addresses the needs of a client

1

Self Evaluation

Self Evaluation Question

Employee Comments

INTERVIEWING:

Describe an interview you have attended, and you felt you did not perform well?

Give an instance you were invited for an interview that you did not meet all the requirements and how was the experience?

[employee comments]
DELEGATION:

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

What are some of the things you have done to improve your delegation skills?

[employee comments]
STRATEGIC PLANNING:

What are the steps and methods you have used to define a vision for your position or department?

Can you describe the techniques or methods that you have used to develop a strategic plan for your company or department?

[employee comments]
PLANNING AND SCHEDULING:

Is there any area that takes additional time to plan and how do you intend to work on it?

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

[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]
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?

What ways, if any, have you used to help underperforming colleagues improve their performance?

[employee comments]
GOAL AND OBJECTIVE SETTING:

How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals?

What new skills have you learned to improve your ability to set realistic goals? How has this helped you achieve your goals effectively?

[employee comments]
ORGANIZATIONAL SKILLS:

When scheduling your time, how do you decide which task comes first and which one goes last? Give an example

How do you differentiate tasks that bring you closer to your goals from those that don't add value to your goals? How do you treat both tasks?

[employee comments]
ANALYTICAL SKILLS:

Can you think of a small problem you ever identified and solved before it could turn into a big problem?

What efforts are you making to search for the best sources of information?

[employee comments]
PRODUCT KNOWLEDGE:

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

What are you doing to improve your ability to fix problems associated with a product?

[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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