Use this step by step explanation to craft a good employee performance feedback review for a chemist. Find the right words with quality phrases.
A chemist conducts chemical analysis in a laboratory to control quality or processes or to come up with new knowledge or products. He/she analyses the chemical compounds of substances, tests the quality of products and prepares solutions and compounds for testing as well as maintaining the laboratory equipment to proper working condition.
Other duties include developing and implementing new analytical methods to meet the changing needs of the laboratory; assisting or training laboratory staff on particular methods and procedures; ensuring that samples are in proper custody; evaluating laboratory results by applying quality control procedures; maintaining records; preparing lab reports to describe analysis procedures and develop new methods products or methods of production.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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. Shows great awareness when it comes to the basic concepts of the problem. | 3 |
| KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity. | Looks for new ways and ideas to improve a task one has been assigned, or a project one is working on Behaves professionally and does not fool around wasting one's time and that of other employees | 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. | Maintains a work position which stimulates the growth of each individual Makes a maximum use of the personnel and equipment provided | 3 |
| COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition. | Does not care about personal interests until the job is done and submitted Brings individual workers together to satisfy deadlines and work efficiently as one | 3 |
| SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace. | Recognizes and appreciates the fact that continuous learning is an important part of professional and personal development Views challenges and disappointments as opportunities to grow and develop and encourages others to do the same | 3 |
| FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail. | Makes sure one has all the information needed before starting any task or project in order to avoid producing incorrect work Reads directions in the order they are written on the project and avoids skipping ahead and forgetting to go back | 2 |
| PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish. | Commits one's own time and energy to see that goals are achieved the right way and in a timely manner Provides accurate advice on how to deal with difficult circumstances and how to avoid such circumstances in future | 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. | Breaks down large goals into manageable parts in order to stay focused and keep one from being overwhelmed 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. | Listens carefully to the concerns of others regarding fairness and takes remedial actions where necessary Regarded as the person to go to for honest opinions and answers | 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 Embraces the power of computers to process tasks efficiently and accurately | 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 been given feedback and you implemented it? How was the result? | [employee comments] |
| KNOWLEDGE OF JOB: What steps have you taken in the past to adjust your style when it was not meeting a project's expectations? Can you give two or three examples of times when you have worked with groups of people to accomplish tasks? What was your role? | [employee comments] |
| SUPERVISORY SKILLS: Have you come up with appropriate boundaries and do you follow them? Are you good at decision making and dealing with confrontation? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Are you available when your team needs you to finish tasks? What weaknesses have you noticed and how are you working on them? | [employee comments] |
| SELF AWARENESS: Can you describe some circumstances and situations that brought out your best at work? Is there a time when you said something to your supervisor and later regretted saying it? What did you do? | [employee comments] |
| FOLLOWING DIRECTIONS: How do you help a colleague improve his/her ability to follow instructions? Describe a situation when you felt that instructions to a certain task or project were not communicated well. What did you do? | [employee comments] |
| PERSONAL DRIVE: Look back to when you were about seven years old. Is where you are now where you wanted to be? How do you ensure that your personal drive level is high on a daily basis? | [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 a time when you have been able to overcome a significant problem on an important project. How did you go about it? | [employee comments] |
| BUSINESS ETHICS: What are your views on fairness, equality, respect, integrity and honesty? What have you done to enhance your knowledge and understanding about fairness, equality, respect, integrity and honesty? | [employee comments] |
| TECHNOLOGY SAVVY: Have you ever utilized the power of modern computing power to assist you in making better decisions? What efforts are you making to learn how to troubleshoot 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: |