Use this step by step explanation to craft a good employee performance feedback review for a research biologist. Find the right words with quality phrases.

A Research Biologist is responsible for researching plants and animals related to a particular natural habitat. This position conducts its research on land, air, water, plants, animals and bird behavior in the natural ecosystems.

The primary duties of this post include collecting specimens and tracking the movements of aquatic and land animals, studying the environmental degradation due to the industrial development and global warming, working as the advocates for the environment, observing plant interactions with the environment, studying the behavior of wild animals, conducting research, recording data and analyzing data in their respective fields, draw conclusions based on their analyses, making recommendations or government agencies based on their findings, conducting census of endangered animal species, observing behavior patterns and interactions, trap and tranquilize wild animals like bears and moose to record their sex.

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

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

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.

States own needs clearly and assertively without giving the other person the opportunity to twist or manipulate one's words

Practices empathy by stepping back and reflecting on how one would feel in the other person's shoes, instead of judging them immediately

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.

Looks for useful information that the employees need and that which will help them become more successful in their work

Approaches employees from the standpoint that one recognizes their desires to perform effectively in their work

3

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Encourages the key people to interact with the employees and customers about their perception of the company future and brings those views to the table

Designs plans that allow one to adapt changes in the marketplace and is not afraid to change them as necessary

3

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Anticipates and responds with energy to new challenges, the unfamiliar and the urgent

Quickly bounces back from setbacks, and maintains a head high positive attitude

3

COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner.

Always looks for opportunities to take on leadership responsibilities at work, in the community and everywhere else

Focuses on the clients' exact demands and remains committed to meeting those demands

3

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Leverages diversity; creates opportunities through different kinds of people and relates well to everyone, regardless of their background

Is able to navigate company's relationships effectively and achieve what other colleagues may previously have failed

3

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Expresses one's disagreement in a polite manner; calmly explains one's side of things with facts, and does not only rely on feelings

Consults with someone familiar with how a task is done, if possible, to make sure one is doing it right

2

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.

Reflects and writes down specific benefits and reasons for accomplishing a certain goal in order to make the goal more realistic

Makes goals for oneself without being concerned about what others want in order to make them personally meaningful

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.

Makes significant contributions towards making changes in policies to eliminate unfair elements

Possesses a great deal of intellectual understanding on legal guidelines pertaining equitable treatment

3

TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually.

Possesses exceptional knowledge and technical know-how to operate modern electronic devices

Demonstrates exceptional expertise in installing, using, and troubleshooting computer software

3

Self Evaluation

Self Evaluation Question

Employee Comments

DEALING WITH DIFFICULT PEOPLE:

Is there a time when you have had to respond to an unhappy customer? How did you deal with him/her?

How comfortable are you with dealing with different opinions from different people? Describe a time when this happened at work

[employee comments]
GIVING FEEDBACK:

Describe a time when you have helped an employee accept change and make adjustments necessary to move forward. How did you go about it?

What are some of the things you have done to develop the skills of other employees and make them more productive?

[employee comments]
STRATEGIC PLANNING:

What are the steps and methods you have used to define a vision for your position or department?

Can you describe the techniques or methods that you have used to develop a strategic plan for your company or department?

[employee comments]
ADAPTABILITY:

What is the biggest change you have dealt with and how did you cope with it?

Give a situation where you had to present to a group of clients with little or no preparation. What challenges did you face?

[employee comments]
COMPETITIVENESS:

What are some of the things you have done to help co-workers improve their professional competitive skills?

What have you done to increase your knowledge and understanding about competitiveness in the workplace?

[employee comments]
EMPATHY:

Can you think of a time when you had to deliver less than ideal news? How did you go about it?

Describe a time when you were able to strengthen a relationship between colleagues using effective communication. What made your communication effective?

[employee comments]
FOLLOWING DIRECTIONS:

How do you make sure that you remember all the instructions you have received to perform a certain task?

Can you describe a time when you received complex instructions? How did you make sure you understood each and every detail?

[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]
BUSINESS ETHICS:

How do you avoid temptations to use dishonest data, figures, and facts to support conclusions?

Have you ever found yourself in a situation where you had to question someone's integrity?

[employee comments]
TECHNOLOGY SAVVY:

Have you ever utilized the power of modern computing power to assist you in making better decisions?

How often do you encourage colleagues to use computers to execute repetitive, multiple, and complex tasks more efficiently?

[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:

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