Use this step by step explanation to craft a good employee performance feedback review for a consulting psychologist. Find the right words with quality phrases.
A Consulting Psychologist is tasked with the primary responsibility of putting a company or an organization back on its growth track by listening, understanding, identifying problems and finding solutions. He/she is tasked with finding the underlying problems of his or her clients that may include corporations, companies, and organizations and coming up with relevant and workable solutions.
Besides the primary task, he/she will get to perform the following tasks; offer consultative services to the clients, collecting and analyzing information about psychological issues, conduct research on various issues in reaction to psychology as well as identify and come up with workable solutions for his or her clients.
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 |
|---|---|---|
| INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work. | Recognizes employees who go above and beyond the call of duty to get things done, in order to encourage them to continue working hard and incentivize others to take the initiative Does not judge people when they make mistakes; sympathizes with them and lets them know that one understands that the mistakes they made were only human | 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. | Includes details and straightforward instructions in order to avoid most communication gaps and allow tasks to be executed effectively Assigns smaller tasks to newer employees in order to build their competence and confidence | 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 Carefully monitors plans and progress of the everyday schedule to see if it needs improvement of change | 2 |
| EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view. | Listens intently when a person talks about their goals and achievements. A person who talks passionately about their dreams is a doer while one who boasts about them isn't Looks at a person's ability to take ownership of assigned tasks and figure out ways to get things done | 3 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Takes note of a person's reaction the moment they are given a piece of news in order to understand their true thoughts and feelings Frequently checks in on employees in their own offices or departments at an unscheduled time | 2 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Is willing to keep asking for what one wants even when other people keep on turning one down Plans what one intends to say before one does so and then delivers it with conviction and confidence | 2 |
| PROBLEM/SITUATION ANALYSIS: Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down. | Uses more positive or neutral words to describe the situation and avoids words that may make one feel frustrated about the situation Takes full responsibility for mistakes made from solutions that one has implemented and refrains from blaming other people | 2 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Acknowledges the importance of training and puts extra effort to concentrate during training sessions 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. | Shows willingness to learn how to use critical thinking skills when evaluating information Shows willingness to learn how to work with numbers and figures and how to interpret mathematical information | 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. | Understands the most basic specifications about most products and knows some related terminologies Shows willingness to understand industry trends, terminologies, and concepts surrounding a product | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INSPIRING OTHERS: What are some of the books you have read, places you have been or things you have done that have inspired you the most? Can you give an example of two people who have really inspired you in life? What has been their impact on your career life? | [employee comments] |
| DELEGATION: What are some of the techniques or methods you have used to ensure effective delegation? What are some of the things you have done to improve your delegation skills? | [employee comments] |
| PLANNING AND SCHEDULING: Is there any area that takes additional time to plan and how do you intend to work on it? What area can you help in the scheduling of time and workload? | [employee comments] |
| EVALUATING OTHERS: Describe a time when you have had to deliver negative feedback to a colleague. How did you make sure not to hurt their feelings? Is there a time when you felt you did not get what you expected from your evaluation? Why? What did you do? | [employee comments] |
| MONITORING OTHERS: How do you create a clear explanation of policies for the employees? Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why? | [employee comments] |
| PERSUADING OTHERS: Can you describe a time when you have used facts to convince a customer to buy your products or services? Describe the most difficult persuasion exercise you have conducted. What made it difficult and how did you go about it? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: Can you explain the steps you have taken to troubleshoot a problem? How effective have these steps been? Describe a time when you have found a creative way to solve a problem. How did you feel? | [employee comments] |
| TRAINING OTHERS: How often do you participate in specialized training and what efforts are you making to look for more training opportunities? Do you seek for extra assistance from colleagues on complex concepts learned in training sessions? | [employee comments] |
| ANALYTICAL SKILLS: Can you recall any problem you solved that required analyzing complex and large volumes of data? How often do you encourage others to use appropriate oral and written communication skills when sharing an analysis? | [employee comments] |
| PRODUCT KNOWLEDGE: What efforts are you making to improve your understanding of different product specifications? What efforts are you making to know the customer experience offered by 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: |