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

A Forensic Biochemist is liable for carrying out DNA testing and examining minute contact traces of blood, hair or clothing fibers in an attempt to disassociate suspects with victims on crime scenes.

The major responsibilities of this post are attending and examining crime scenes, analyzing samples in the laboratory like hair, body fluids, glass, paint or anything else involved in a crime scene, applying allowed techniques like gas and high-performance liquid chromatography, scanning electron microscopy, infrared spectroscopy and genetic fingerprinting sift and sort evidence, analyze and interpret results and computer data, liaise with team members and coordinate with outside agencies like the police, review and supervise the work of assistants, presents the results of work done in clear written record, giving oral evidence.

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

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Assigns each group member general roles such as "researcher" or "facilitator" which makes specific task delegation quicker and less arbitrary

Regularly exchanges feedback with group members in order to help them know their strong areas and work on areas that need improvement

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

Avoids being defensive when arguing with someone and keeps the situation as neutral as possible

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.

Allows for open and free discussions regardless of each person's position within the company but does not let one person dominate the session

Examines the factors outside the company that affects its performance before starting a strategic planning meeting in order to discuss assumptions about the future

3

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Carries a large amount of expertise on legal guidelines regarding equitable treatment of employees

Has the heart to serve every person regardless of their position in the workplace

2

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.

Readily identifies the desired results quickly without the management's input

Always reliable, timely and efficient in making difficult work related decisions

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.

Provides mentoring, coaching and stretching assignments that help colleagues and team members to develop to their full potential

Opens up emotionally when connecting with others in order to deepen the connection with the other person

2

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Takes the time to learn at least one more language in order to introduce oneself to new methods of thinking

Carefully analyzes and interprets information that one has collected and draws reasonable inferences

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.

Takes immediate action to resolve inequitable situations and considers fairness while making decisions

Signs off projects only when they are fully complete and reliable

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.

Puts the phone completely away in all meetings and never engages in side conversations

Excels at building and nurturing relationships with others and is never too busy to meet others

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 in troubleshooting modern electronic devices and always detects and solves any problem

Embraces the power of computers to process tasks efficiently and accurately

3

Self Evaluation

Self Evaluation Question

Employee Comments

COLLABORATING WITH OTHERS:

What are some of the challenges you have faced when working with others? How do you manage to stay focused despite the challenges?

Some people prefer working alone while other prefer working as a team. What do you prefer and why?

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

[employee comments]
STRATEGIC PLANNING:

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

Describe a time when you have cooperated in the planning of a project. What was your role?

[employee comments]
ETHICAL BEHAVIOR:

Are you reliable to lead the team without showing favoritism to some members of the team?

Are you willing to make serious sacrifices to keep your commitment to the company?

[employee comments]
ORIENTATION TO WORK:

Do you follow the company's policies in executing the tasks given?

How do you deal with office confrontation and do you feel justice has been served right?

[employee comments]
EMPATHY:

In your opinion, what are the ingredients in building and maintaining good relationships with colleagues at work?

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

[employee comments]
PRACTICAL THINKING:

Describe a project that went wrong due to poor practical thinking strategies. How did the problem occur and how did you solve it?

What have you done to improve your practical thinking skills? How has this helped your career life?

[employee comments]
BUSINESS ETHICS:

What are some of the contributions you have made in making changes in policies to eliminate unfair elements?

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

[employee comments]
BUSINESS ETIQUETTE:

Can you think of an instance where you felt you had raised your voice? How did you correct the situation?

Do you make introductions in meetings and do you introduce people according to their ranks?

[employee comments]
TECHNOLOGY SAVVY:

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

What are you doing to increase your capacity to operate modern electronic devices?

[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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