Use this step by step explanation to craft a good employee performance feedback review for a principal scientist. Find the right words with quality phrases.
A principal scientist is tasked with leading scientific teams, conducting research, analyzing research data and presenting it. They seek to build on existing knowledge and technology with the aim of advancing it further. He/she will get to develop and improve on various products through qualitative and quantitative research from time to time.
Other tasks that he/she can undertake include; provide technical guidance on the area of expertise; monitor staff performance and conduct performance reviews; ensure that high standards of professionalism are maintained all through; resolve all conflict in the department and ensure constant training and mentoring of the personnel that works in close collaboration with him.
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. | Clearly articulates the desired outcome; begins with the end in mind and specifies the desired results Builds motivation and commitment by offering financial rewards, future opportunities and other desirable recognition for tasks and projects well done | 3 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Treats every suggestion or request from any staff or management equally Encourages and motivates the right behavior when providing all with feedback | 3 |
| COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition. | Understands the value of completing projects as a team instead of alone Works well with management, co-workers, and team members to ensure accomplishment of set goals | 3 |
| ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values. | Insists on the importance of giving fair treatment to all the employees Always a 100% trustworthy due to the level of honesty | 3 |
| PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face. | Avoids quitting at the first sign of difficulty; treats challenges as something to make one stronger and more compassionate Keeps a positive mental attitude even when faced with defeat and failures | 3 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Takes responsibility for resolving problems and works diligently in order to find the most effective solutions when problems occur Aligns personal goals with those of the team or company and works hard to achieve them promptly and efficiently | 2 |
| 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. | Talks to employees in all departments to find out what is working well, what needs fixing, and what is completely broken Reviews the long-term plans at least once a year to make sure that they reflect changes in the company's markets and its position | 3 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Participates in events that are diversity-related and makes efforts to promote them Shows willingness to accept feedback, learn, and listen to concerns of others | 2 |
| PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level. | Excels at mapping processes and is an expert at using business process models and flow charts to capture complex scenarios Possesses the best insight into the root cause of errors in processes and is always able to correct any errors | 3 |
| RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business. | Employs innovative and imaginative thinking when looking for new ways to approach problems Demonstrates exceptional ability to use data reduction and synthesis methods to understand the patterns in relevant data and information | 3 |
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? How do you make a decision to delegate work? How do you choose the appropriate employee to handle a certain task? | [employee comments] |
| TEAM BUILDING: What is your personality? Does it hinder or encourage you to participate? Do you easily cooperate with others when asked to or do you follow your own ideas without submission? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Can you be relied upon to lead the team without the management following up? What weaknesses have you noticed and how are you working on them? | [employee comments] |
| ETHICAL BEHAVIOR: Can you be trusted in all you do and say to be honest? Do you provide honest feedback when asked to give any? | [employee comments] |
| PERSISTENCE: Is there a time when you have faced a difficult situation? What ways did you use to sustain your ability to keep on going until the situation was fixed? Can you describe a situation where you had to use persistence in order to successfully convince a customer to buy a product? | [employee comments] |
| RESULTS ORIENTATION: Describe a particular time when you have been effective in prioritizing tasks and accomplishing a goal on schedule. What are the challenges you faced and how did you overcome them? Describe a project/goal that required you to pay attention to detail. How did you go about accomplishing it? | [employee comments] |
| LONG RANGE PLANNING: What are some of the challenges that you have faced when trying to accomplish a long-term goal? How have you overcome them? What are some of the things you have done to improve your ability to plan for the future? | [employee comments] |
| DIVERSITY AWARENESS: What have you done to encourage the implementation of strategies that attract diverse applicants for vacant positions? What are some of the things you are doing to discourage harassment and bullying of people with diverse views? | [employee comments] |
| PROCESS IMPROVEMENT: Is there any time you failed to set objectives when initiating process improvement efforts? How did you correct the mistake? How often do you eliminate steps that are of no value in a process? | [employee comments] |
| RESEARCH: Have you ever failed to communicate the purpose and outcomes of a research clearly? How did you correct the situation? What are you doing to improve your ability to point out, define, and analyze existing problems? | [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: |