Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a sales clerk. Find the right words with quality phrases.
A sales clerk is assigned the responsibility of performing retailing services to the company's or business customer to ensure that they get the best customer treatment while buying the products. He or she will engage the customers to ensure that they have the correct information to facilitate them make the best buying decision.
He or she also get to undertake the following roles; set up advertising displays, ensure that all the products have the correct pricing and tags, respond to customers questions, obtain and receive various client merchandise, manage selling point area, record and manage all sales records, handle and maintain all cash register, ensure that the clients receive their products in time and ensure proper stocking of all products.
Employee Performance Review Sample | |
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| 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 |
|---|---|---|
| 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. | Is not able to let go; fears that no one else has the ability or the skills necessary to execute the work effectively Does not take the time to match the skills of the person handling the task to the task that needs to be done thus ends up assigning the task to the wrong person | 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 |
| CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues. | Comes up with new ideas and suggestions to solve problems, but does not take time to think the negative impact these ideas might have to the company Does not know how to group related information into patterns to recognize trends thus, does not identify missing pieces of information easily | 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 respect and courtesy to team members, customers, and external agencies Meets one's own goals but is reluctant to help other employees meet theirs and become more productive in the workplace | 1 |
| USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it. | Practices mental elasticity; stretches oneself beyond the things others regard to know already Takes a personality assessment in order to identify own tendencies and biases and how they influence own judgment, analysis, and decision-making | 2 |
| LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees. | Finds out the competitors' strengths and weaknesses and looks for ways to adopt or exploit them Integrates long-term planning into the company budget in order to avoid conflict between the day-to-day finances and long-term financial goals | 2 |
| 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. | Keeps an unorganized desk and clutter thus feels overwhelmed and makes it hard for one to concentrate Trusts own memory to store all the commitments that one needs to meet instead of writing the commitments down in a planner or a diary | 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. | Shows frustration when a customer asks too many questions and lacks patience with customers who ask irrelevant questions Gives inaccurate solutions when faced with difficult questions and does not bother to ask for assistance | 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 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| DELEGATION: Is there a time when you have made a terrible mistake due to poor delegation skills? What happened and how was it resolved? Would you train a new employee to perform a certain task for you or would you prefer an employee who already has the required skills to handle the task? Why? | [employee comments] |
| ENTHUSIASM: Can you describe a time when you were totally lost in your work in a good way and time just flew by? Is there a time when you did not think a situation could not get any worse and then it did? | [employee comments] |
| CONCEPTUAL THINKING: Can you give an example of when you integrated seemingly unrelated information in order to anticipate a problem or analyze a situation? Describe a time when you needed to develop and use a complex procedure in order to complete a task. What obstacles did you encounter when handling the task? | [employee comments] |
| PERSONAL DRIVE: Describe how you demonstrate personal drive at work. What have you done to improve your personal drive? Can you think of a time when the events or actions of a colleague adversely affected your personal drive? How did you cope with that? | [employee comments] |
| USING COMMON SENSE: How have you used common sense at work to meet your goals? Give a specific example when this happened What have you done to avoid the most common arguments with your colleagues and customers? | [employee comments] |
| LONG RANGE PLANNING: Describe the most recent long-range plan you have been involved in. What are some of the information you needed to start the process? In your opinion, do you think most start-ups fail due to lack of long-range planning or due to poor management? Explain your answer | [employee comments] |
| ORGANIZATIONAL SKILLS: What are some of the tools that you have used to organize your tasks at work? Would you recommend these tools to other employees? Do you prefer phone or email conversations when communicating with a colleague at work? Explain your answer | [employee comments] |
| QUALITY OF WORK: How do you make sure that projects instructions are clear to your team members? What are some of the tools that you have used to check for information accuracy before working on it? | [employee comments] |
| CUSTOMER SERVICE: Are there any instances where customers asked irrelevant questions? How did you handle such customers? What efforts are you making to gain more understanding about company products? | [employee comments] |
| ANALYTICAL SKILLS: Can you describe a task you did that tested your analytical abilities? What efforts are you making to search for the best sources of information? | [employee comments] |
Summary |
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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: |