Use this step by step explanation to craft a good employee performance feedback review for a cytogenetics laboratory manager. Find the right words with quality phrases.
A Cytogenetics Laboratory Manager is tasked with the primary responsibility for overseeing all the activities that take place on a day-to-day basis in the cytogenetic laboratory. He or she ensures that the laboratory meets all the required standard protocols and requirements to allow it to operate freely and with ease. Furthermore, he or she will ensure that quality control and assurances are done properly at all times.
Besides that oversight role, he or she will handle the following activities; organize staff training on cytogenetic and general laboratory procedures, prepare and implement the lab budget, ensure proper stocking of the laboratory, ensure that the lab meets all the set legal and ethical requirements to operate as well as coordinate and direct technical lab procedures. .
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 |
|---|---|---|
| NEGOTIATION SKILLS: Negotiation Skills are a deliberative process by which people settle their differences through an acceptable agreement to both parties to co-exist without argument and dispute in the workplace. | Knows when to walk away from the current deal and make another deal. Raises relevant issues that seem to be a stumbling block to the negotiation process. | 3 |
| FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large. | Researches possible topics and sends them few days ahead of time in order to make sure that everyone is on the same page of the meeting Announces the structure of the group before starting a meeting so that every member can have the same expectations | 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. | Thinks about why one is working and why one is well-suited for the job in order to stay motivated Takes the time to get one's desk in order and make things just how one likes them | 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. | Designs action plans and deadlines for each subordinate to accomplish their work Splits and schedules work into manageable activities for each employee to carry out | 3 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Avoids looking at a person up and down so that they don't notice that something is up Monitor's physical signs such as a person's breathing. Heavy breathing could be a sign that the person is stressed or feeling nervous about the topic at hand | 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. | Sets a goal that can reasonably be accomplished and sets a realistic time frame Continuously makes requests and refusals in order to enable colleagues to know what one wants clearly without any embellishment | 3 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Develops and utilizes measures to assess the goals progress and outcome achievement Finds ways to overcome obstacles and challenges so that tasks are completed and goals are met | 3 |
| MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked. | Stays abreast of industry trends that help one perform own tasks faster and better and become more efficient Applies discipline to work activities or assigned tasks and actively looks for ways to enhance the quality of the products and services | 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 Signs off projects only when they are fully complete and reliable | 3 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Possesses exceptional knowledge about different cultures and respects cultural values and beliefs of other people Organizes group meetings and events that include people from different cultures and creates a welcoming atmosphere for everyone | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| NEGOTIATION SKILLS: When negotiating how well do you take charge of the process? Describe your best and worst moments of any negotiation process you have been part of? | [employee comments] |
| FACILITATION: Describe the technique you have used to assign roles to group members. How have you found the technique effective? Is there a time when you assigned different tasks to group members, but the work was not done as you expected? What do you think was the problem? How did you fix it? | [employee comments] |
| MOTIVATING OTHERS: Can you give an example of a time when you overcame a significant problem, which made you very proud of yourself? How do you motivate others to accomplish their goals? Give an example of when this happened | [employee comments] |
| SUPERVISORY SKILLS: Do you develop an action-oriented plan to improve competence and impact in the workplace? Are you good at decision making and dealing with confrontation? | [employee comments] |
| MONITORING OTHERS: What techniques have you used to monitor employees? Describe how monitoring others have helped improve your company's productivity How do you access an employee's accountability? How do you deal with an employee who doesn't deliver their work on time? | [employee comments] |
| PERSISTENCE: Can you describe a time when you were given a project that had an impossible deadline? How did you manage to complete the project in time? Can you describe a situation where you had to use persistence in order to successfully convince a customer to buy a product? | [employee comments] |
| RESULTS ORIENTATION: Describe a particular time when you have been effective in prioritizing tasks and accomplishing a goal on schedule. What are the challenges you faced and how did you overcome them? Describe a project/goal that required you to pay attention to detail. How did you go about accomplishing it? | [employee comments] |
| MANAGING DETAILS: Is there a time when you have failed to deliver a project on time because you didn't have all the required information? What happened? What are some of the things you have done or skills you have acquired to improve your ability to manage details at work? | [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] |
| INTERCULTURAL COMPETENCE: What are you doing to increase links to networks of individuals and groups from different cultural backgrounds? What efforts are you making to enhance your knowledge about different cultures? | [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: |