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

A Biophysics Scientist is liable for providing support for the development of new research, development of biochemical and biophysical characterization.

Essential responsibilities include supporting development of new research that involves writing development reports and analytical methods, leads the life cycle management of assays, providing expertise on multiple techniques to troubleshooting and enhancing reports, supporting the reference standard program to generate and characterize reference standards for analytical methods, creating, managing, evaluating and maintaining critical data in a highly organized manner, providing statistical analysis while troubleshooting where necessary, managing project related timelines and turnarounds both internally and externally, managing day to day and long term activities of the research group.

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

TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system.

Shows excellent knowledge when it comes to dealing with the equipment interface.

Knows how well to communicate with the client in an unambiguous and understandable manner.

3

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Checks to see how many tasks one has left and how many one can cross off instead of counting down the time one has left in a day

Takes the time to get one's desk in order and make things just how one likes them

3

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Treats every suggestion or request from any staff or management equally

Encourages and motivates the right behavior when providing all with feedback

3

PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace.

Takes responsibility for personal growth and development providing the company benefits too

Personal maturity and development is imminent to those interacting with such a person

3

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

Takes new challenges and looks for a new way to solve problems at short notice

Shows initiative and self-reliance when making suggestions for increasing the effectiveness of a changing environment

3

EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched.

Assists hurting colleagues by referring them to the help that they need, like employee assistant programs and conflict skills training

Focuses on working towards happiness and betterment rather than just "getting by" each day

2

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

Is highly organized; takes notes in order to capture every detail instead of trying to remember everything

Immediately summarizes what one has heard and verifies the procedures and directions one has been given before starting a task

3

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Puts one's own needs aside and constantly focuses on the other person in order to observe them

Pays attention to how a person looks after having a conversation in order to get a baseline reading of the person

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.

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

Signs off projects only when they are fully complete and reliable

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

Shows in-depth understanding on how to keep computers and mobile devices free from unauthorized access

3

Self Evaluation

Self Evaluation Question

Employee Comments

TROUBLESHOOTING:

Give an instance that you used your past knowledge to solve a current problem?

Have you ever sought help when you were stuck at a given point and what new thing did you learn?

[employee comments]
MOTIVATING OTHERS:

Do you prefer working in a busy environment or one that is quiet? Why?

What situation(s) make(s) you feel demotivated at work? Is there anything you can do to change this/these?

[employee comments]
TEAM BUILDING:

Do you cooperate with others in your group to lead, follow, contribute, advice or you just watch?

What is one specific lesson you learned from your team that you could not learn by working alone?

[employee comments]
PERSONAL GROWTH:

Do you consider the requirements carefully before handling any task?

Would you like to see your career grow as the company does?

[employee comments]
ADAPTABILITY:

Do you prefer an environment with a structured routine or one with new experiences?

When have you been forced to attend to an emergency in an unusual way and what was the outcome?

[employee comments]
EMOTION MANAGEMENT:

What is the most stressful situation you have ever found yourself in at work and how did you handle it?

Is there a time a company policy hurt employees and you had to mitigate the negative consequences to employees?

[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?

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]
MONITORING OTHERS:

How do you create a clear explanation of policies for the employees?

How do you make sure that monitoring does not kill employees morale or make them nervous?

[employee comments]
BUSINESS ETHICS:

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

What have you done to enhance your knowledge and understanding about fairness, equality, respect, integrity and honesty?

[employee comments]
TECHNOLOGY SAVVY:

How often do you seek for assistance when faced with challenges related to installing, using, and troubleshooting computer software?

Are there any times you had to seek for assistance on issues related to operating 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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