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

An inventory clerk is responsible for compiling and maintaining records of materials, equipment, merchandise, stock, or supplies in a store of a company manually or using the computer. He/she ensures the record of goods supplied and the available stock tallies as well as monitoring any inconsistencies.

Other duties for an individual in this position include comparing office records with inventories. They also determine when there is a need for supply replenishment and also conducts a physical count to ascertain the inventories are in order. Lastly, he/she prepares reports including price lists, shortages, and inventory balance among others to facilitate effective inventory management.

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

STORYTELLING: Storytelling is a great social and cultural activity of sharing stories with an aim to educate, entertain, and instill moral values which are mostly used in the cultural oral storytelling events.

Makes repeated errors in intonation, pronunciation, and stress and therefore not intelligible.

Uses low voice volume that the audience can hardly hear and applies poor enunciation.

1

FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large.

Suggests an energizer activity, such as watching a related YouTube clip or playing a game, when one has a long meeting

Creates an evaluation process; asks group members to take questionnaires or discuss changes and issues

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.

Uses an organizing system that is so personalized that it's incomprehensible

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.

Disappoints coworkers and employers who depend on them to complete assigned tasks

Holds a questionable character that every customer and coworker gets concerned about

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.

Shows creativity when collaborating with other employees on their goals

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

2

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Goes above and beyond; suggests new ideas, clients or products in order to make projects easier or more streamlined

Speaks assertively in order to get people to listen and deliver one's own ideas with conviction

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.

Does not show interest in learning new things or attending courses that enhance one's professional and personal development

Is unable to control one's emotions and is always picking fights with fellow colleagues and customers

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.

Assumes to know everything and does not ask for help from others even when one needs it

Tells others what to do instead of helping them learn how to differentiate the right from wrong or pointing them in the right direction

1

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.

Starts long-range planning without proper data thus misses some of the most important facts

Does not seek help from others even when one really needs it or doesn't understand a crucial part of the long-range planning process

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.

Often focuses on the small mistakes at work and misses out on the most important things that one needs to do

Spends time doing tasks that do not add value to own goals rather than those that bring one closer to accomplishing own goals

1

Self Evaluation

Self Evaluation Question

Employee Comments

STORYTELLING:

What do you do to make the story interesting to the audience?

Do you stick to the timeframe allocated to the story or do you take too long or too short?

[employee comments]
FACILITATION:

Is there a time when you have had to deal with a group member who does not attend group meetings? How did you go about it?

Can you describe a project that required major input from other employees? Who did you choose to work with you and why?

[employee comments]
PLANNING AND SCHEDULING:

Do you have all the tools to help you plan and schedule the company's affairs?

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]
ENTHUSIASM:

What are some of the career-related actions you took and you were pleased you took them? What pleases you about your actions?

Is there a time when a task had to be completed, and you were able to focus your efforts and attention to get it done?

[employee comments]
SELF CONFIDENCE:

When is the last time you asked for assistance on a certain project from a colleague? What was the project?

Is there a time you had to lead other employees in a certain direction, but you had some doubts? What did you do?

[employee comments]
PERSONAL DRIVE:

What role has your supervisor, manager or colleagues played in improving your personal drive in the workplace?

If you were given a management role, how would you create a working environment that employees found motivating?

[employee comments]
USING COMMON SENSE:

Describe a time when you have had an argument with your boss because you had not done something that required common sense. What was it and how did you defend yourself?

What have you done to avoid the most common arguments with your colleagues and customers?

[employee comments]
LONG RANGE PLANNING:

Who do you involve when deciding on a long-range plan for your company and why?

Describe the most successful long-term goal that you have accomplished. How did you go about making it a success?

[employee comments]
ORGANIZATIONAL SKILLS:

Give a specific example of a project you have done that perfectly describes your organizational skills. How did you go about it?

Do you prefer phone or email conversations when communicating with a colleague at work? Explain your answer

[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:

Written by on