Use this step by step explanation to craft a good employee performance feedback review for a clinical data management director. Find the right words with quality phrases.
A clinical data management director is tasked with the primary roles of ensuring that the service delivered for clinical data is accurate and of high quality. He/she participates in planning, leading and interacting with various project teams to ensure that results are achieved. He/she will also get to oversee the development of data platform for use by clinical personnel.
Besides that, they can also get to do the following; reviewing protocols for clinical trials and keeping the records up to date, collaborating with other departments to ensure that accurate data is delivered, audit and counter checking databases to ensure the data is in order, approving deliverables and supervising data management staff.
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 |
|---|---|---|
| INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc. | Knows how to ask the right and relevant questions and professionally raises issues. Gives the interviewee ample time to answer questions to the best of their abilities. | 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. | Encourages the key people to interact with the employees and customers about their perception of the company future and brings those views to the table Focuses on opportunities, strengths, weaknesses, and threats while planning for the future | 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 Ensures the employees have a clear understanding of their responsibilities | 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. | Monitors processes by frequently meeting with each worker to show concern about their performance Splits and schedules work into manageable activities for each employee to carry out | 3 |
| DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development. | Strives to achieve personal goals that others may be eluding Sets goals that are accompanied by well-designed action plans that everyone can use | 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 Recognizes and acts in accordance with the company goals, strategies, and priorities and gives suggestions and ideas on how to handle key issues | 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 one's policies within reason and gives upper-level employees freedom to perform tasks their own way | 2 |
| PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face. | Avoids quitting at the first sign of difficulty; treats challenges as something to make one stronger and more compassionate Always makes eye contact when restating a request or refusal | 3 |
| 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. | Plans and measures each team member's contribution to the set goals when goal attainment requires team effort Visibly tracks the progress of each goal in order to maintain or increase team members' motivation and energy towards accomplishing the goals | 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 Organizes group meetings and events that include people from different cultures and creates a welcoming atmosphere for everyone | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INTERVIEWING: How well can you rate your confidence level before going about an interview process? Give an instance you were invited for an interview that you did not meet all the requirements and how was the experience? | [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? What goals have you set for your career? What is your plan to achieve them? | [employee comments] |
| PARTICIPATIVE MANAGEMENT: Are you available to answer questions that need instant solutions? 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? Do you have a laid out plan on how to ensure you reach each employee individually? | [employee comments] |
| DEVELOPING OTHERS: Are you a fast learner and can you impart what you learn fast enough? Are you interested in the growth and development of the company? | [employee comments] |
| CONCEPTUAL THINKING: Describe the most complex task you have ever accomplished. What information did you use when handling this task? Can you describe a time when you anticipated the future and made changes to current responsibilities and operations in order to meet future needs? | [employee comments] |
| MONITORING OTHERS: How do you make sure the other person doesn't know you are observing them? How do you make sure that monitoring does not kill employees morale or make them nervous? | [employee comments] |
| PERSISTENCE: How do you show persistence in the workplace? Describe a situation that has forced you to remain persistent at work What have you done to develop the inner energy that keeps you going when facing tough situations at work? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals? What do you look for in team members when setting goals for the team? How do you keep track of your team goals? | [employee comments] |
| INTERCULTURAL COMPETENCE: What are you doing to increase links to networks of individuals and groups from different cultural backgrounds? How often do you encourage others to appreciate and experience different ways of doing and seeing things? | [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: |