Use this step by step explanation to craft a good employee performance feedback review for a toxicologist. Find the right words with quality phrases.
A Toxicologist is liable for investigating and identifying toxins like chemicals, biological substances, and radiation to evaluate the potential risks and harmful effects posed by them both to the environmental and living organism.
The essential functions for this post are designing, organizing and undertaking controlled experiments and trials, devising and testing hypotheses, using appropriate analytical procedures to identify and quantify toxins, techniques to identify and quantify toxins, analyzing and interpreting data, giving proof in the court of law when need be, carrying out field studies, reading relevant literature, writing reports, reviews and papers, assisting in establishing regulations to protect humans, animals and the environment, performing risks assessments to determine the likelihood of harmful effects, managing laboratories.
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 |
|---|---|---|
| URGENCY: Urgency is the speed that drives businesses fast in order to keep them from disconnecting from what they are aiming to achieve but pursue it with a sense of urgency. | Analyzes and then handles work according to priorities. The highly prioritized tasks are handled first. Exhibits a proactive approach when handling urgent tasks and projects. | 3 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Observes and addresses specific employees' behaviors instead of making broad judgments Checks own temper and waits until one has cooled down in order to deliver more measurable feedback | 3 |
| APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well. | Motivates team members and always leads the others by example Respects the position offered always covering the part to be a great example | 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. | Always works with others to ensure deadlines are met and quality work delivered Satisfies both the management's requirements and the company's as well | 2 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Sets aside time for the things one enjoys doing such as listening to music, meditating, exercising or reading in order to relax one's mind Spends time with people who are supportive, relaxed, fun to be with and who improve one's level of satisfaction | 3 |
| PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results. | Takes problems one by one wherever possible and states each problem as precisely and clearly as one can Sets aside the problems over which one has no control and concentrates own efforts on those that one can potentially solve | 2 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Effectively encourages team members' participation in attaining goals by identifying strengths of each member and assigning tasks based on those strengths Finds ways to overcome obstacles and challenges so that tasks are completed and goals are met | 3 |
| SELF-DISCIPLINE AND SENSE OF DUTY: Self-Discipline and Sense of Duty is an active effort which helps in developing set ways for your thoughts, actions, and habits empowering your to stick to your decisions. | Measures own progress and takes the necessary steps to accomplish the goals rather than just imagining the end result Tries to complete hard assignments first in order to gain confidence and the motivation needed for the rest of the day | 3 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Dedicates more than enough resources for supporting diversity and always communicates the value of diversity Leads in promoting professional development courses and forums that enhance diversity | 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. | Demonstrates excellent reasoning skills when weighing one solution to a problem against another 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 |
|---|---|
| URGENCY: Can you be willing to handle other duties that are not in your job description? How can you rate your level of response when it comes to handling work issues with urgency? | [employee comments] |
| GIVING FEEDBACK: How have you handled an employee whose work is not up to the company's expectations? How do you recognize and motivate employees who have constantly demonstrated excellent performance at work? | [employee comments] |
| APPEARANCE AND GROOMING: What are your personal motives behind your dressing and grooming? Are customers more attracted to your confidence, skills, and good grooming? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Are you available when your team needs you to finish tasks? Do you deserve a promotion gauging from the work you have done as a team? | [employee comments] |
| HANDLING STRESS: Give an example of a time when you have worked with a team that was facing a very stressful situation. How did you help the team members handle the situation? Describe a time when your project was faced with a situation that was not anticipated. How did you handle it? | [employee comments] |
| PRACTICAL THINKING: Some situations require one to think in a practical manner while others require critical thinking. Can you give an example when you have used the two strategies to solve a problem at work? What have you done to improve your practical thinking skills? How has this helped your career life? | [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? How do you motivate your team members to stay focused on achieving results? | [employee comments] |
| SELF-DISCIPLINE AND SENSE OF DUTY: Is there a time when you were not pleased with the outcome of your goals? If yes, how did you go about it? Describe a time when you have been able to overcome a significant problem on an important project. How did you go about it? | [employee comments] |
| DIVERSITY AWARENESS: Have you participated in events that are diversity-related and what efforts are you making to promote them? What are some of the things you are doing to discourage harassment and bullying of people with diverse views? | [employee comments] |
| RESEARCH: Have you ever failed to communicate the purpose and outcomes of a research clearly? How did you correct the situation? What efforts are you making to identify ideas and concepts that are relevant to a problem? | [employee comments] |
Summary |
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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: |