Use this step by step explanation to craft a good employee performance feedback review for a research technician. Find the right words with quality phrases.
A Research Technician is liable for assisting scientists with their research and experiments while performing the more complex analytical processes in the laboratory.
The primary responsibility for this post is conducting tests and experiments, gathering, interpreting and recording research and data, ordering inventory, operating and maintaining the computer and laboratory equipment, analyzing specific substances, studying quality control, performing laboratory tests in order to produce stable and accurate data to support scientific investigations, constructing, managing and performing standard laboratory equipment, ensuring the lab is well-stocked and resourced, recording is well-stocked and supported, recording and sometimes interpreting results to present to senior colleagues, using computers and executing mathematical calculations for preparation of graphs.
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 |
|---|---|---|
| FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large. | Researches possible topics and sends them few days ahead of time in order to make sure that everyone is on the same page of the meeting Announces the structure of the group before starting a meeting so that every member can have the same expectations | 3 |
| DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution. | Discusses the issue at hand somewhere neutral or a place with an activity in order to limit negative face-to-face interactions Brings a third party into the conversation when one is not able to deal with the person who caused the situation | 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. | Connects easily with everyone at the workplace building a team Brings individual workers together to satisfy deadlines and work efficiently as one | 3 |
| SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace. | Shows willingness to test own assumptions by seeking the ideas and opinions of other employees Demonstrates self-control and recognizes one's own stress triggers and pressure points | 3 |
| REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live. | Sets specific goals in order to provide greater clarity in terms of what one actually needs to do to achieve them Determines things that might happen outside own control, which could make it harder to achieve the goals | 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. | Creates a list of everything that needs to be accomplished so that one does not lose track of own goals Looks at the personal obstacles that one has overcome in the past in order to step out and stand up to do the right thing | 2 |
| BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times. | Always trustworthy, widely respected for being honest, and is regarded as credible by everyone Communicates expectations and standards clearly regarding equal treatment of everyone | 3 |
| BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world. | Introduces quite a good number of people in a meeting Makes efforts to reach out to people regardless of their roles and acknowledges what they do | 2 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Demonstrates technical mastery of diversity issues and sets universally acceptable goals Always discourages any form of harassment, bullying, and abrasive behavior and leads in promoting team building activities | 3 |
| TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace. | Trains others in an area of expertise and always shares knowledge with colleagues Possesses an exceptional ability to learn new technologies quickly and apply them successfully | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| FACILITATION: Describe the technique you have used to assign roles to group members. How have you found the technique effective? How do you encourage group members to stay motivated when there is work pressure? | [employee comments] |
| DEALING WITH DIFFICULT PEOPLE: Can you describe a time when you have had a conflict at work? How did you solve it? What could you have done to avoid it? What are some of the techniques you have used or things you have done to improve your ability to handle difficult people? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Can you be relied upon to lead the team without the management following up? Do you deserve a promotion gauging from the work you have done as a team? | [employee comments] |
| SELF AWARENESS: Describe times when you have been in a good mood at work. What impact did that have on your performance and colleagues? Are there times when you have reacted to someone or something in the workplace in a way you did not intend to? How did you fix that? | [employee comments] |
| REALISTIC GOAL SETTING: How do you decide on your goals? How do you ensure that they are realistic? How do you prioritize your goals in order to make them more achievable? | [employee comments] |
| SELF-DISCIPLINE AND SENSE OF DUTY: What are some of the things that you have done to help nourish your self-discipline? How has this helped you in developing a sense of duty? How do you schedule your tasks and activities for the day in order to remain focused and motivated to accomplish them? | [employee comments] |
| BUSINESS ETHICS: What are some of the things you have done to assist others in understanding the importance of honesty and integrity? Have you ever participated in forums that discuss the role and importance of integrity and honesty? | [employee comments] |
| BUSINESS ETIQUETTE: What efforts are you making to improve your dressing code? What would you like to improve about yourself in order to be more pleasant to work with? | [employee comments] |
| DIVERSITY AWARENESS: What are you doing to be seen as a person who can address diversity concerns of other people? Can you think of a situation where you failed to accept diverse views? How did you correct the situation? | [employee comments] |
| TECHNICAL SKILLS: Have you ever made suggestions that improved an existing technical system? How often do you train others in your area of expertise and how often do you share your knowledge? | [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: |