Use this step by step explanation to craft a good employee performance feedback review for a psychologist. Find the right words with quality phrases.
A psychologist is responsible for studying cognitive, emotional and social processes to determine how people relate to one another and with the environment in general. He/she is tasked with conducting scientific studies on the human mind about the behavior and brain function of an individual to diagnose and treat mental disorders.
In addition, he/she can also get to undertake the following tasks; counsel patients, collect information through observations, and survey, conduct research to determine behavioral and emotional patterns, predict behavior, undertake controlled lab experiments, conducting aptitude and intelligence tests, testing theories through research work, offering consultation services and performing other related duties.
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 |
|---|---|---|
| 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. | Ensures the project's or task's success through ongoing monitoring and communication as well as provision of credit and the required resources Allows the person assigned the task to complete the task in a way he/she feels more effective for obtaining the desired objectives | 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 a highly efficient organizing system to develop strategies without losing sight of the goal Develops new scheduling plans and systems that are workable to organize work | 2 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Finds something good to say about others even when one does not like what they have produced Looks at how consistent a person is in finding new effective ways to perform tasks or solve issues | 2 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Acts normally even when one's mind makes careful and calculated assessments to avoid being perceived as annoying or intrusive Looks for patterns in a person's behavior in order to have a deeper understanding of the person | 3 |
| PEOPLE READING: People Reading is the ability to creatively and quietly read the important non-verbal intuitive cues that people give off without their knowledge. | Listens to how a person talks about the less fortunate members of their society in order to determine their level of empathy Looks for behavior consistent with what a person says in order to find out if they are honest about their strengths and weaknesses | 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. | Commits one's own time and energy to see that goals are achieved the right way and in a timely manner Monitors one's own emotional responses and remains controlled at all times | 2 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Assesses oneself in order to verify own effectiveness of communication and improve own confidence a notch higher before persuading others Does a thorough research on how a person would benefit from one's own solution or proposal in order to make the persuasion exercise shorter and effective | 3 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Puts more effort to participate in specialized training programs and shows interest to look for more training opportunities Encourages team members to share concepts learned in training sessions | 2 |
| 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. | Encourages others to think out of the box when coming up with a solution to solve a problem Relies on existing solutions and examples when dealing with a problem | 2 |
| 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 awareness on how to install and configure most products Shows willingness to understand industry trends, terminologies, and concepts surrounding a product | 2 |
Self Evaluation | |
Self Evaluation Question | 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] |
| 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] |
| EVALUATING OTHERS: Describe a time when you went into a performance review without preparation. How did it go? How have you helped a person, who is motivated and excited about his ability, continue to grow and develop? | [employee comments] |
| MONITORING OTHERS: How do you make sure the other person doesn't know you are observing them? How do you make sure that monitoring does not kill employees morale or make them nervous? | [employee comments] |
| PEOPLE READING: Can you describe a situation where you found yourself dealing with a customer who didn't like you? How did you go about it? Can you describe a time when you were able to adapt to a wide variety of people by reading, understanding and accepting their character? | [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 asked to supervise your colleagues, how would you interact with them in order to help them find their personal drive? | [employee comments] |
| PERSUADING OTHERS: When selling an idea, it is sometimes useful for one to use real-life stories. Can you give an example of a time when you were able to do that? What was the outcome? Can you describe a time when you have successfully influenced your team members to embrace change? How did you go about it? | [employee comments] |
| TRAINING OTHERS: What efforts are you making to apply skills learnt in training session to advance your skill set and career? Do you seek for extra assistance from colleagues on complex concepts learned in training sessions? | [employee comments] |
| ANALYTICAL SKILLS: What is the most complex analytical task you have ever undertaken? What efforts are you making to search for the best sources of information? | [employee comments] |
| PRODUCT KNOWLEDGE: What are you doing to enhance your understanding of industry trends, terminologies, and concepts surrounding a product? What are you doing to improve your ability to explain to a client how a new product works? | [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: |