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

A parts counter clerk interacts with clients to provide them with the best part products. He/she must communicate well with the customers to understand their specifications. Hence, having exceptional oral and written communication skills is inherent for this position.

Other specific responsibilities include accurate billing and receiving payments for the parts. He/she also attends to customers through the telephone. They provide crucial information to clients and takes orders. He/she also provides details about the products available and may be required to take stock of all the available products and report shortages. He/she should also report losses or damages, replenish stock, ensure there is storage space for the parts and help in packaging purchases.

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

PHONE SKILLS: Phone Skills are useful to present a professional company image through the telephone to the customers while making them feel well informed and appreciated without necessarily seeing their faces.

Interrupts the other person even before they finish whatever they are saying.

Never seeks clarification on issues that are not well clear during the phone conversation.

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.

Requires all employees to wear protective gear necessary to do their jobs safely in order to prevent exposure to hazardous materials

Regularly checks all tools and equipment in order to make sure that they are well maintained and safe to use

2

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.

Tells a person how to specifically complete a certain task thus limiting initiative and creativity while diminishing self-esteem

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

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 work area that is a giant mess making it impossible to find information required on time

Commits to formulate plans and schedules then does not follow up on them

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

Always on the lookout to help colleagues who are in need even if it's just with a kind word or a friendly smile

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.

Dresses well, maintains a good posture and makes eye contact when having a conversation with others in order to give the impression that one is in control

Speaks one's mind during meetings in order to see the reactions of other employees to one's viewpoint and adjust appropriately

2

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Finds oneself distracted by worrying about other things to be done thus, loses energy to tackle the task at hand

Spends too much time dwelling on something, rather than just doing it thus, creates a big deal out of nothing

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 honesty at work; often lies to colleagues and customers without considering the impact it will have on the company

Wastes plenty of time doing things that are not important to the company and fails to work on what is important

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.

Develops unrealistic long-range plans and easily gets frustrated when one fails to accomplish them

Creates an action plan that is hard to change or update thus gets stuck when a plan experiences an unexpected change

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.

Keeps all the work to oneself instead of delegating it to other employees when one feels bogged down

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

PHONE SKILLS:

How well can you rate the way you handle your phone call conversations?

What is the best solution you have ever given to someone over the phone and was the caller satisfied?

[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 give an example of a time when you had to stop an important process due to the danger of imminent accidents?

[employee comments]
DELEGATION:

What are some of the techniques or methods you have used to ensure effective delegation?

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]
PLANNING AND SCHEDULING:

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

Do you have a workable daily schedule that you consistently follow?

[employee comments]
ENTHUSIASM:

Can you think of a situation where you were intensely motivated? When were you bored?

Describe a time you did more than was required of your job description. How did you feel about that?

[employee comments]
SELF CONFIDENCE:

Is there a time you took on a task or project you considered out of your comfort zone? How did you feel?

Have you had times when others questioned your ability to handle a certain task? How have you handled such situations?

[employee comments]
ENJOYMENT OF THE JOB:

What techniques and processes have you come up with to make your job easier or to be more effective at work?

Are there times when you have helped other employees love their jobs? How did you go about it?

[employee comments]
PERSONAL DRIVE:

Is there a time when you have received an award from the company? What was the award? Why did you receive the award?

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

[employee comments]
LONG RANGE PLANNING:

How do you make sure that your long-term goals do not conflict with your short-term goals?

How have you helped your team members meet their long-term goals? How has this benefited the company at large?

[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]

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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