Use this step by step explanation to craft a good employee performance feedback review for a cytogenetics technical specialist. Find the right words with quality phrases.
A Cytogenetics Technical Specialist is tasked with the primary role of undertaking examination of the cells chromosomal makeup to determine genetic defects that cause diseases using a process known as Karyotyping. He or she will cultivate and prepare biological specimens before examining them after which they analyze and report their findings.
Tasks that he or she will also get to handle include; operating and handling all lab equipment, perform various cytogenetic tests, document and present findings when required, supervise other lab personnel, prepare slides for culturing, develop training programs for lab personnel, perform computer image analysis, undertake research report writing, harvest prepare and stain slides before microscopic analysis, and performing other assigned duties.
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. 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. | Makes sure to keep the focus of the conversation on the issue or situation at hand Mentally prepares oneself by having a good night sleep and doing deep breathing exercises before having a group meeting | 3 |
| 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 entire team with support through being present in their need 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. | Maximizes the value of recognition and rewards as a way to retain most employees Encourages individual participation and shows concern for the employee as a person | 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. | Uses critical thinking to analyze one's performance and asks for constructive criticism from qualified colleagues in order to know one's strengths and weaknesses Shows high attendance and low absenteeism at work, functions, and meetings | 3 |
| USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it. | Tries new things in order to give oneself an opportunity to learn, make mistakes and experience from them Surrounds oneself with people who always seem to use common sense in order to improve own common sense skills | 2 |
| QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with. | Organizes training sessions that focus on specific gaps, such as producing error free work, in order to improve employees performance Avoids micromanaging; gives employees time to think for themselves and brainstorm ideas in order to produce exceptional results | 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. | Shows willingness to obtain further training focused on the importance of equity and fairness Frequently uses honest data, figures, and facts to support conclusions | 2 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Demonstrates sophisticated relational abilities and is known for being political savvy Demonstrates exceptional and genuine respect to people from diverse cultural groups | 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 computers to execute repetitive, multiple, and complex tasks efficiently | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| NEGOTIATION SKILLS: Have you ever compromised to help reach an acceptable solution? Describe your best and worst moments of any negotiation process you have been part of? | [employee comments] |
| FACILITATION: Is there a time when you have had to deal with a group member who does not attend group meetings? How did you go about it? How do you encourage group members to stay motivated when there is work pressure? | [employee comments] |
| PARTICIPATIVE MANAGEMENT: Are you available for the employees when they need you? 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 understand your core roles and responsibilities as a supervisor? Are you good at decision making and dealing with confrontation? | [employee comments] |
| COMMITMENT TO THE JOB: What are some of the things that get you dedicated and devoted to your work? Have you ever been in a situation where you had to lead a group of colleagues? How did you handle it? | [employee comments] |
| USING COMMON SENSE: How have you used common sense at work to meet your goals? Give a specific example when this happened Your workspace is messy. You can take one hour to clean it, or you can take three hours to shift to a new workspace. What should you do and why? | [employee comments] |
| QUALITY OF WORK: How often have you produced low-quality work? What has prevented you from producing high-quality work? What are some of the tools that you have used to check for information accuracy before working on it? | [employee comments] |
| BUSINESS ETHICS: What are some of the contributions you have made in making changes in policies to eliminate unfair elements? What efforts have you made to enhance your intellectual understanding of legal guidelines pertaining equitable treatment? | [employee comments] |
| INTERCULTURAL COMPETENCE: What are you doing to increase links to networks of individuals and groups from different cultural backgrounds? What are you doing to encourage individuals and groups with a different cultural background to work with each other? | [employee comments] |
| TECHNOLOGY SAVVY: Have you ever utilized the power of modern computing power to assist you in making better decisions? How often do you encourage colleagues to use computers to execute repetitive, multiple, and complex tasks more efficiently? | [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: |