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

A Lead Cytotechnologist oversees the daily operations of a particular section of the lab. He/she performs and interprets the tests and ensures that the prepared stains and slides are promptly delivered while making sure that the established procedures and policies are followed.

Other associated duties include preparing cytology materials; screening the slides to make final diagnostic assessment; making sure that the test results are acceptable, accurate, and confidential; making sure that the workflow is organized efficiently; ensuring that the required documents are maintained and in a prompt manner; ensuring the quality of the laboratory service is as per the set guidelines as well as ensuring that the regulatory standards are implemented in the laboratory.

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.

Engages the other party in a nice way that builds rapport and makes the other person relaxed and comfortable.

Knows how to present issues in a clear and concise manner that is well understood by all parties.

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.

Gathers evidence and weighs the pros and cons in order to make a more informed decision

Focuses on a single event or situation that requires a decision and tries meditating on that issue

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 necessary support during the times of organizational change

Recognizes and carefully handles employees who show signs of employee burnout

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

Effectively communicates organizational policies and other critical information to subordinates

2

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.

Maintains momentum, focus, and effectiveness, despite provocations, challenges, and emotionally charged situations

Assesses oneself accurately and understands that one's emotional response to situations influences how one acts and how one is perceived

3

CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues.

Thinks beyond the situation at hand and balances multiple perspectives when reaching a conclusion or setting a direction

Goes beyond past experiences and finds new ways of looking at issues to draw out new insight from complex and diverse information

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.

Uses momentary distractions to replace the behavior one wants to control actively

Anticipates problems that are likely to occur with own projects and devises a plan to handle them as they appear

3

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.

Sets up a new employee's initiation program in order to train new workers on quality standards as soon as they start performing their roles

Solves issues with the current work and puts effective processes in place to prevent these issues from occurring again

3

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Leads in promoting professional development courses and forums that enhance intercultural competency

Demonstrates exceptional behavioral skills when interacting with people from different cultures

3

COMPUTER SKILLS: Computer Skills are the necessary computer working skills that each employee need to have while seeking to get admitted into the professional world.

Seeks for assistance when faced with a problem related to using a computer service

Demonstrates outstanding familiarity with computer security issues and copyright laws

3

Self Evaluation

Self Evaluation Question

Employee Comments

NEGOTIATION SKILLS:

Have you ever compromised to help reach an acceptable solution?

Have you ever backed out of negotiation process and what was the outcome?

[employee comments]
DECISION MAKING:

Is there a time when you have had to deal with a difficult customer? If yes, explain how you went about deciding on what strategy to employ when dealing with the customer

How do you involve your bosses and other employees when making an important decision?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are the goals you set achievable or do they cause work stress among the employees?

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:

Have you come up with appropriate boundaries and do you follow them?

Are you able to develop supervision skills in others through your own experience?

[employee comments]
SELF AWARENESS:

Can you describe some circumstances and situations that brought out your best at work?

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]
CONCEPTUAL THINKING:

Describe a time when you identified customer's needs on a particular project. What resources did you call on to help?

Describe a time when you needed to develop and use a complex procedure in order to complete a task. What obstacles did you encounter when handling the task?

[employee comments]
SELF-DISCIPLINE AND SENSE OF DUTY:

Describe a task that required you to remain self-disciplined from the start to the end. How did you manage it?

Describe a time when you have been able to juggle multiple important projects due to your ability to remain self-disciplined. What challenges did you face and how did you overcome them?

[employee comments]
QUALITY OF WORK:

How often have you produced low-quality work? What has prevented you from producing high-quality work?

How have you made sure that your projects meet the agreed quality standards? What tools or methods have you used?

[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]
COMPUTER SKILLS:

Have you ever tried to create a computer network unsuccessfully? How did you solve the challenges faced?

How often do you backup computer data and which data backup techniques do you use?

[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