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

A Lead Cytogenetic Technologist prepares and analyzes biological specimens in the laboratory to detect if there are any anomalies and assist in diagnosis or treatment well as determining the protocols for medical procedures. He/she may also be involved in supervising, managing, and coordinating other employees.

Other duties include overseeing technical laboratory personnel; using computer-imaging systems to create patient's digital images; count chromosome's number and identify their abnormalities by viewing culture slides using microscopes; prepare and maintain the medical records of the facility; use karyotype charts to arrange chromosomes in pairs and identify anomalies and reports their findings for use by medical agencies, doctors, and private parties.

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

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

Mentally prepares oneself by having a good night sleep and doing deep breathing exercises before having a group meeting

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.

Keeps track of one's tasks and chores and ticks them off when finished in order to see how much one has done in a day and how much one needs to do

Quickly replaces negative thoughts with positive ones; stays positive even when things are not working as expected

3

PERFORMANCE MANAGEMENT: Performance Management is a method by which supervisors and employees work together to plan, monitor and review the employee's work objectives and overall contributions to the organization.

Agrees on the most important behaviors and skills necessary to perform tasks well and agrees on a personal development plan

Develops a clear performance management process in order to ensure fairness for all employees and makes sure to follow it

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.

Effectively motivates the subordinates to exert more necessary effort to attain the set goals

Makes a maximum use of the personnel and equipment provided

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.

Stays composed when presented with new instructions or faced with new situations and manages own negative emotions effectively

Views challenges and disappointments as opportunities to grow and develop and encourages others to do the same

3

COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization.

Believes in the company's ultimate vision and is willing to push through brief rough patches in order to achieve goals

Has speedy and effective resolution of customers' issues and complaints and often tracks customers' satisfaction

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.

Avoids quitting at the first sign of difficulty; treats challenges as something to make one stronger and more compassionate

Restores one's sense of purpose by remembering own vision when the going gets tough or when one wants to drop it all

3

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.

Pays attention to own mistakes in order to learn new ways to deal with them if they happen again in the future

Clarifies what one will and will not do; educates oneself so that one does not make ignorant mistakes

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.

Values the differences that exist between individuals and groups and is fully aware of interaction between cultures

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

FACILITATION:

Is there a time when your group did not meet a project deadline? If yes, why? What did you do?

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:

What types of tasks or projects do you enjoy doing the most? Why?

How do you motivate others to accomplish their goals? Give an example of when this happened

[employee comments]
PERFORMANCE MANAGEMENT:

What factors are crucial within any organization and must be present for you to manage performance effectively?

Can you describe an occasion when you have encountered problems when managing performance? How did you overcome these problems?

[employee comments]
SUPERVISORY SKILLS:

Have you discovered your strengths and identified areas that need improvement?

Are you reliable to give a competent report on each employee's abilities?

[employee comments]
SELF AWARENESS:

Can you think of a situation where you felt you needed to modify or adjust your behavior? How did you go about it?

Can you list five things that you have learned about yourself in the last two years, that are relevant to how you work?

[employee comments]
COMMITMENT TO THE JOB:

Are there instances in which you anticipated problems, and you were able to suggest solutions and influence a new direction?

Have you ever been overloaded with work? How do you manage your work so that it gets done on time?

[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 in the past to become successful in achieving your goals?

[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?

What would your boss or team members say about your behavior at work?

[employee comments]
BUSINESS ETHICS:

How do you avoid temptations to use dishonest data, figures, and facts to support conclusions?

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

[employee comments]
INTERCULTURAL COMPETENCE:

Are you actively involved in celebrations and events that feature people with different cultures?

How often do you encourage others to show respect to people with diverse cultural backgrounds?

[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:

Related Articles