Law Firm

Receptionist/Administrative Assistant

Performance Review Example

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Law Firm

Receptionist/Administrative Assistant

Job Description:
Manages front desk operations, greets clients, answers calls, schedules appointments, and provides administrative support to the legal team.
Performance Areas:
Client Interaction and Communication
  1. How effectively does the employee greet clients and visitors with professionalism and courtesy?
  2. Does the employee manage phone calls and inquiries in a helpful and efficient manner?
  3. Does the employee create a positive and welcoming atmosphere at the front desk?
Appointment Scheduling and Coordination
  1. How well does the employee manage attorneys' calendars and schedule appointments?
  2. Does the employee coordinate meetings and appointments effectively?
  3. Does the employee handle scheduling changes and conflicts with efficiency?
Administrative Support to Legal Team
  1. How does the employee assist in administrative tasks, such as document preparation and filing?
  2. Does the employee support attorneys with clerical tasks and routine assignments?
  3. Does the employee contribute to smooth workflow within the legal office?
Client Assistance and Inquiry Handling
  1. How effectively does the employee assist clients with general inquiries and requests?
  2. Does the employee direct clients to the appropriate legal professionals or departments?
  3. Does the employee offer information and assistance in a professional manner?
Office Management and Organization
  1. How well does the employee manage office supplies, resources, and cleanliness?
  2. Does the employee ensure a tidy and organized front office environment?
  3. Does the employee contribute to an efficient and welcoming office atmosphere?
Technology and Communication Tools
  1. How effectively does the employee use communication tools, email, and office software?
  2. Does the employee manage digital communication and documentation accurately?
  3. Does the employee adapt to technology changes and updates?
Overall Performance:
  • Summarize the employee's performance during the review period.
  • Highlight key strengths and areas for improvement.
Goals and Development:
  • Discuss performance goals for the next review period, structured as SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound).
  • Identify areas for professional development and training opportunities.
Additional Comments:
  • Provide any additional comments or feedback about the employee's performance.

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