Use this step by step explanation to craft a good employee performance feedback review for a senior cytogenetics laboratory director. Find the right words with quality phrases.

A Senior Cytogenetics Laboratory Director oversees the overall activities at the cytogenetics laboratory that include testing and analysis of chromosomes to detect abnormalities. He/she collaborates closely with the laboratory employees to make sure reliable and accurate results are made available and on time.

Other responsibilities include ensuring accurate and timely reporting of results, reviewing patient results and ensuring they are of the highest quality and accuracy, making sure that the laboratory maintains quality in its activities, provide technical expertise in supporting new initiatives related to the cytogenetic testing, find and support innovative ways to provide the quality service to clients and ensure that the physical facilities are secure and well maintained to perform effectively.

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

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.

Listens actively and keenly to the other negotiation parties to understand their perspective.

Shows great confidence and composure while negotiating with other people on issues.

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.

Establishes a comfortable working and learning environment and sets ground rules in order to encourage positive group interactions

Announces the purpose of the meeting, desired outcomes and agenda points and sets specific time for each agenda when necessary

3

MANAGING REMOTE TEAMS: Managing Remote Teams is working under no physical supervision from your manager or supervisor while staying on task and communication to report on the daily progress.

Uses project management tools that have file sharing and collaboration features when one has files or documents that need to be shared remotely

Checks in frequently on team members for one-on-one feedback sessions and to spot any potential problem areas

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.

Gives each employee sufficient time to accomplish the specific objectives assigned to him/her

Involves experts who have experience with implementation and operations and ensures that the strategic plan is analyzed critically by them

2

PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions.

Provides the necessary support during the times of organizational change

Gives consistent recognition to employees who do their best in meeting their goals

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 coaches assistants in group or individually towards high achievement

Effectively communicates organizational policies and other critical information to subordinates

2

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.

Comes in early and stays late in order to complete a project or task on time

Anticipates company's needs and possible problems, and comes up with suggestions to address those needs

2

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

Looks when a person thinks no one is watching; is especially observant during those times when a person feels comfortable letting it all hang loose

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.

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

Develops and enforces policies that drive change to eliminate any stereotypes that a cultural group faces

3

Self Evaluation

Self Evaluation Question

Employee Comments

NEGOTIATION SKILLS:

Give an instance that you managed to negotiate on something. What was the result?

Explain an instance that you hit a dead-end in a negotiation process. What did you do to reach a conclusion?

[employee comments]
FACILITATION:

Describe the technique you have used to assign roles to group members. How have you found the technique effective?

Can you describe a project that required major input from other employees? Who did you choose to work with you and why?

[employee comments]
MANAGING REMOTE TEAMS:

Describe a time when you have been required to manage a remote team. What are some of the tools you used to make this effective?

How do you make sure that your remote workers use technology for work purposes only other than for personal gain?

[employee comments]
STRATEGIC PLANNING:

If you were assigned a new project, what are the steps you would take to get the project moving and on track?

Can you describe the techniques or methods that you have used to develop a strategic plan for your company or department?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Do you make decisions with the employees in mind or do you just consider your own needs?

Do you give a warning for mistakes done for the first time or do you call for corporal punishment to the employees?

[employee comments]
SUPERVISORY SKILLS:

Do you measure your performance as you gauge the performance of the employees?

Do you favor some of the workers in your supervisory duties?

[employee comments]
COMMITMENT TO THE JOB:

What are some of the things that get you dedicated and devoted to your work?

What has been your major work-related setback? What happened and how did you manage to keep moving forward?

[employee comments]
MONITORING OTHERS:

Is there a time when you felt your monitoring system is not giving you what you expected? What did you do?

Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why?

[employee comments]
BUSINESS ETHICS:

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

Have you ever participated in forums that discuss the role and importance of integrity and honesty?

[employee comments]
INTERCULTURAL COMPETENCE:

Can you think of a time where you disrespected someone from a different culture? How did you correct the mistake?

What are you doing to encourage individuals and groups with a different cultural background to work with each other?

[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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