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

A Computational Biologist is responsible for creating mathematical equations which compute trends in the daily office work. This post can also work as a computer and information research scientist or biological science professors.

Essential functions of this position include carrying extensive investigation and rigorous computer programming, devising computer modeling simulations and analyzing large amounts of information and data, designing models and predictions for a molecular biological system, consulting with researchers to analyze problems, recommending computer based solutions, determining computational strategies, developing data and databases, communicating research results through scientific publications or project reports, developing new software application or customize existing applications to meet specific scientific project needs.

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

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Understands financial, operational and human resource issues in order to make decisions aimed at improving the overall company performance

Is able to convince other employees in a sensitive, respectful and honest manner in order to get them go along with one's goals

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.

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

SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life.

Provides sufficient information on guidance and feedback to the workers

Prevents over-staffing in one department by dividing equal number of employees in each sector

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.

Ensures both genders respect each other and maintains clear boundaries

Keeps the company culture alive by respecting the dress code

2

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

Checks things off as one goes to make sure one does not miss anything and reviews the work after it is done

Considers the employer's point of view instead of arguing about it, shouting or being uncompassionate

3

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Develops mutual respect; finds ways to show that one truly values other employees' contribution to the company

Accepts diverse people and takes the time to consider their opinions and factor their insights into one's own decision-making

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.

Minimizes stress by getting enough sleep and practicing self-care activities in order to improve one's own overall health and increase productivity

Makes a personal commitment to develop and bullet-proof own personal ethical code of conduct

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.

Pays attention to rules and regulations and does not require constant supervision

Considers fairness and equality when implementing new activities and programs

2

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.

Known as the person to go to for assistance when faced with problems related to operating modern electronic devices

Embraces computers to execute repetitive, multiple, and complex tasks efficiently

3

COMPUTER SKILLS: Computer Skills are the necessary computer working skills that each employee need to have while seeking to get admitted into the professional world.

Excels at using different versions and types of computer operating systems

Demonstrates outstanding familiarity with computer security issues and copyright laws

3

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF COMPANY PROCESSES:

Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome?

What have you done to help improve your knowledge of your company's processes? How has this helped you and your colleagues?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

How would you deal with a team member who is always picking fights with others or is difficult to work with?

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

[employee comments]
SUPERVISORY SKILLS:

Do you measure your performance as you gauge the performance of the employees?

Are you reliable to give a competent report on each employee's abilities?

[employee comments]
APPEARANCE AND GROOMING:

Do you follow the company policies and regulations in regards to how you should dress?

Do your dressing and attitude create a professional atmosphere that attracts people?

[employee comments]
FOLLOWING DIRECTIONS:

Which is one time you have made mistakes due to not following directions? Were the mistakes fixed? How did you do it?

Describe a time when you missed some steps in a project due to not paying attention to details. How did you fix it?

[employee comments]
PERSONAL RELATIONSHIPS:

Describe a time when you were successful in building a relationship with a difficult person at work. How did you go about it?

What have you done to improve the relationship between you and your bosses? How has this relationship benefited your career?

[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 one time when you have worked the hardest. What motivated you to work hard and what was the outcome?

[employee comments]
BUSINESS ETHICS:

What are your views on fairness, equality, respect, integrity and honesty?

Have you ever participated in forums that discuss the role and importance of integrity and honesty?

[employee comments]
TECHNOLOGY SAVVY:

Can you describe a situation where you successfully utilized the power of computers to process tasks more efficiently and accurately?

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

[employee comments]
COMPUTER SKILLS:

Have you ever tried to create a computer network unsuccessfully? How did you solve the challenges faced?

Have you ever tried to use different versions and types of computer operating systems? Did you learn anything new?

[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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