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

A cytology manager is responsible for overseeing the day to day operating activities in regards to all cytological procedures. He or she will strive to keep all channels of communication with the pathologists in charge. He or she will also manage all employees under the cytology department and undertake performance evaluation for them.

Besides that, he or she will get to perform the following essentials responsibilities; develop and maintain departmental policies and procedures up to date, evaluate and implement all budgetary processes, attend managerial meetings, ensure proper compliance with all policies and regulations, monitor all test reporting and supervise all cytological tests and evaluation procedures.

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.

Chooses the best mode of communication to pass information to the team members

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.

Makes a schedule and sticks to it in order to teach one's body and mind to turn on "work mode" when one needs to work

Takes some time to chat with other employees in order to build a sense of teamwork and camaraderie

3

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Behaves in an honest and ethical manner, shows consistency in both words and actions, and models high standards of ethics

Is open to change and new information; quickly adapts to new information, unexpected obstacles or changing conditions

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

Develops precise job expectations and makes it known to all the employees

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.

Holds off all communication; never replies to conversations or makes decisions while angry

Creates a relaxing personal space at work in order to help reduce stress and anxiety

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

Shows high attendance and low absenteeism at work, functions, and meetings

3

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

Keeps employees accountable by regularly having conversations about how their goals are progressing

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.

Develops a unit of measurement for key goal results in order to know when one has accomplished own goals

Sets goals that are tied to the overall growth strategy of the company in order to increase the company's productivity

2

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

Estimates how long it takes to perform a routine task and sets aside a specific amount of time for that task each day

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

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

3

Self Evaluation

Self Evaluation Question

Employee Comments

FACILITATION:

Is there a time when you have faced challenges when coordinating a group? How did you overcome the challenges?

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

[employee comments]
MOTIVATING OTHERS:

What is one of the lowest points you have had at work? What did you do to remain motivated and accomplish your goals?

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

[employee comments]
MANAGING AT TEAM:

Have you ever been appointed to manage a team? If yes, describe the role you played in the team's success

How do you go about getting cohesion among employees who disagree with everything you say?

[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]
EMOTION MANAGEMENT:

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

How do you react to frequent changes in job demands in the workplace?

[employee comments]
COMMITMENT TO THE JOB:

Can you give an example of a time when you had to go above and beyond the call of duty to have a task accomplished?

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

[employee comments]
MONITORING OTHERS:

How do you make sure the other person doesn't know you are observing them?

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:

Suppose your goal is to run your own company in the next two years. How will you go about accomplishing this goal?

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?

If a project is not due for several weeks, when do think it's the best time to start working on it and why?

[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:

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