Use this step by step explanation to craft a good employee performance feedback review for an applied biochemist. Find the right words with quality phrases.
An Applied Biochemist is responsible for studying and analyzing complex chemical combinations and reactions involved in metabolism, reproduction, growth and heredity.
The major responsibilities of this post include creating new products to solve practical problems, developing synthetic hormones to be produced on a large scale, planning research projects to test theories, weighing chemicals, filtering liquids, distilling ingredients, growing culture of microorganisms, using exact scientific methods to quantify results, studying and analyzing the effects of chemicals on medical problems, carrying out varied research on scientific facts of living things, studying and analyzing formation of hormones and working to improve them, producing hormones in large scale.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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. | Keeps one's cool and avoids resorting to name-calling no matter the response of the other person Brings a third party into the conversation when one is not able to deal with the person who caused the situation | 3 |
| APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them. | Highly proactive and resourceful in creative ways that save difficult situations Always strives to succeed with maximum effectiveness in every area | 3 |
| DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development. | Always has a clear concept of the future working diligently to make it a reality Sets goals that are accompanied by well-designed action plans that everyone can use | 3 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Communicates the plan of the company to see tangible results in a clear, effective way Always reliable, timely and efficient in making difficult work related decisions | 3 |
| FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail. | Is respectful; listens when the bosses talk and only responds when one is asked to Divides a task into phases and sets up a follow up with one's manager to discuss the already finished phases in order to make sure one is headed in the right direction | 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. | Listens carefully to what the other person has to compromise and only offer what one can, without feeling resentful or used up Continues on without being affected by what others think about oneself, or without being appreciated by other colleagues | 2 |
| PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others. | Supports and helps other employees in their work in order to contribute to the overall success of the company Takes own responsibilities seriously and consistently meets the company's expectations for professionalism, service, and quality | 3 |
| 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 Corrects past unfair behaviors as advised and never repeats them in future | 2 |
| 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. | Shows exceptional respect and politeness when interacting with others and is extremely pleasant to work with Always stands up when shaking hands and when being introduced to a new person | 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. | 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 |
Self Evaluation | |
Self Evaluation Question | 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? How do you differentiate between a person who is deliberately difficult from one who is difficult due to some stress he/she is going through? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: How do you balance quality and quantity in terms of the performance? Do you give the employees a chance to explain their performance or is your word final? | [employee comments] |
| DEVELOPING OTHERS: Do you have personal goals set before you can set the employee's goals? Does the management count on you to deliver profitability in the business? | [employee comments] |
| ORIENTATION TO WORK: How well do you manage your time assigned for the tasks? Are you a fast learner or you need something repeated over and over again for you to understand? | [employee comments] |
| FOLLOWING DIRECTIONS: How do you make sure that you remember all the instructions you have received to perform a certain task? Is there a time when you have had to speak up in order to be sure that the instructor knew what you thought or felt about the instructions? | [employee comments] |
| PERSISTENCE: How do you motivate your team members to remain persistent? Can you give an example of a time when this was practical? What have you done to develop the inner energy that keeps you going when facing tough situations at work? | [employee comments] |
| PERSONAL ACCOUNTABILITY: Describe an occasion when you chose not to complete a task, for whatever reason. What happened? Can you think of a time when you have motivated yourself to finish unpleasant tasks? What steps did you take? | [employee comments] |
| BUSINESS ETHICS: What are your views on fairness, equality, respect, integrity and honesty? Were there any times where you got awarded for displaying consistent honesty and integrity? | [employee comments] |
| BUSINESS ETIQUETTE: Are you making any efforts to build and nurture relationships and do you create time to meet people? What steps do you take to ensure a conversation runs smoothly even when disagreeing with what others are saying? | [employee comments] |
| TECHNOLOGY SAVVY: Can you describe a situation where you successfully utilized the power of computers to process tasks more efficiently and accurately? Have you ever advocated the use of modern electronic devices that can assist in sharing and storing data more efficiently? | [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: |