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

A Clinical Biochemist is responsible for interpreting analysis and results obtained through the diagnostic testing of psychological samples for both solids and liquids.

The essential duties of this position are presenting findings at biochemistry meetings, designing experiments to test theories about how chemicals function in the body, investigating abnormal biochemical conditions, writing thorough reports of findings, analyzing chemicals in the body while using techniques like gel electrophoresis and amino acids assay, keeping up to date with scientific literature connected with their work, working closely with other scientists including chemists, toxicologists, and pharmacologists, planning and organizing work in clinical biochemistry laboratories, performing clinical validation by checking abnormal results and deciding if further tests are necessary.

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.

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

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.

Designs a plan that clearly articulates goals, responsibilities, and specific deadlines and makes sure that everyone understands the plan and his/her individual role in it

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

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.

Always carries a smile and friendly greeting to share with others in the entire office

Respects the position offered always covering the part to be a great example

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.

Makes the customer feel valued; offers trusted advice to customers who want to develop a long-term relationship with the company

Maintains an eye contact when having a conversation with a colleague and does not let one's own gaze drift all over the place

2

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

Listens intently in order to understand what one needs to do and deliver appropriately

Does what one can to help around the office without being specifically ordered to do so

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.

Makes a clear statement of how one feels, without becoming angry, irritated or defensive, no matter the number of times one has to repeat oneself

Welcomes change and new ideas and continues looking for ways that one can incorporate these into one's life

2

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

Reframes mistakes into learning opportunities and keeps pushing towards achieving the set goals

3

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Ties the employees' performance to the overall company performance in order to make them feel responsible for producing quality work

Conducts regular performance reviews of team members to let them identify what they have done well and areas that need improvement

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.

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

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.

Excels at integrating software and modern computing power when applying analytics to make strategic decisions

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

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]
STRATEGIC PLANNING:

How does your current position affect the overall goals of your company? What have you done to improve your ability to set the company's goals?

What factors do you consider when selecting the right people for your strategic planning team?

[employee comments]
APPEARANCE AND GROOMING:

Do you respect the professional boundaries that the company has set in regards to dressing?

Are you able to tell others to present themselves professionally without feeling guilty of doing the opposite?

[employee comments]
EMPATHY:

Think of a time you had to address an angry client. How would you assess your role in diffusing the problem?

Have you ever decided to delay presenting some information to a colleague because you felt the timing was not right?

[employee comments]
FOLLOWING DIRECTIONS:

How do you help a colleague improve his/her ability to follow instructions?

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]
PERSISTENCE:

How do you show persistence in the workplace? Describe a situation that has forced you to remain persistent at work

What have you done to develop the inner energy that keeps you going when facing tough situations at work?

[employee comments]
SELF-DISCIPLINE AND SENSE OF DUTY:

What are some of the challenges that you have faced when trying to accomplish your goals? Give specific examples

How do you schedule your tasks and activities for the day in order to remain focused and motivated to accomplish them?

[employee comments]
QUALITY OF WORK:

What are some of the programs you have initiated, if any, to train new employees on the company values and standards?

What courses, if any, have you taken to improve the quality of service you give to your customers? How has this benefited your company?

[employee comments]
BUSINESS ETHICS:

What are some of the things you have done to assist others in understanding the importance of honesty and integrity?

Were there any times where you got awarded for displaying consistent honesty and integrity?

[employee comments]
TECHNOLOGY SAVVY:

What efforts are you making to improve your capacity to work anytime from anywhere and on any device?

Have you ever advocated the use of modern electronic devices that can assist in sharing and storing data 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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