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

A Cytology Laboratory Manager has the primary task of performing complex medical laboratory tests for diagnosis, treatment, and prevention of diseases. Additionally, he or she will provide technical management for all cytology laboratories while at the same time ensuring high-quality technical performance within the laboratory.

Other duties and responsibilities that he or she will be assigned include; coordinate all training for current and new employees within the department, review all procedures and policies for the department, evaluate new laboratory cytological procedures, attend to meetings and conferences, ensure all cytology procedures are done within the confines of the stipulated rules and regulations and manage the budget and inventory of the cytology lab.

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

States the group rules when necessary but avoids going overboard in order to not restrict expression in the group

3

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Understands the desired outcome of a given situation at work, works backward and takes steps to achieve that outcome

Treats each situation that arises as a valuable learning experience and doesn't let the past determine one's decision-making process in the future

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.

Hires an outside facilitator or someone who doesn't have any stake in the company's success in order to free up conversations

Designs plans that allow one to adapt changes in the marketplace and is not afraid to change them as necessary

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

Prevents over-staffing in one department by dividing equal number of employees in each sector

3

EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched.

Helps transform problems faced by different colleagues into an opportunity for positive change

Focuses on making the company and work stronger instead of being stressed when things go out of hand

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.

Constantly shares best practices and industry trends that help a company create outsized incomes

Is encouraging, empowering and helpful and focuses on maintaining a harmonious and happy office environment

2

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

Takes note of a person's reaction the moment they are given a piece of news in order to understand their true thoughts and feelings

Takes the stated disciplinary action when a person fails to follow one's policies

2

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Uses clear measures, such as timelines, cost, quality, quality, etc., at all levels in order to manage performance effectively

Seeks support from the top management in clarifying goals, overcoming goal-related problems, or freeing up resources

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.

Provides accurate information, in a timely manner and in a usable form, to other employees who need to act on it

Takes note of important details and writes them down in order to make sure that they are not forgotten or lost

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

Demonstrates exceptional and genuine respect to people from diverse cultural groups

3

Self Evaluation

Self Evaluation Question

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]
DECISION MAKING:

Can you explain a difficult decision you have made regarding a project or task at work? What are some of the factors that influenced your decision-making process?

Can you give specific examples of decisions that you make rapidly and those that take more time?

[employee comments]
STRATEGIC PLANNING:

Can you describe a time when you have anticipated the future and made changes to current operations to meet future needs?

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

[employee comments]
SUPERVISORY SKILLS:

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

Do you have a laid out plan on how to ensure you reach each employee individually?

[employee comments]
EMOTION MANAGEMENT:

Are there instances, when a colleague has made you so angry, but you managed to remain calm and composed?

Is there a time a company policy hurt employees and you had to mitigate the negative consequences to employees?

[employee comments]
COMMITMENT TO THE JOB:

Can you describe a situation when you demonstrated initiative and took action without waiting for directions? Were you happy with the outcome?

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

[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]
GOAL AND OBJECTIVE SETTING:

How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals?

Describe some of the factors that you consider when setting your goals and objectives. How have these contributed to your success in the goal setting process?

[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?

How do you organize your tasks to know which one comes first and what follows next? What tools, if any, have you used?

[employee comments]
INTERCULTURAL COMPETENCE:

What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs?

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:

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