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

A clinical data management manager is tasked with creating and enforcing clinical policies for effective data management in a clinical trial. He/she is also tasked with formulating management techniques for quality data collection of clinical processes ensuring that it is accurate and legitimate. He/she also manages the development of data collection tools by following the protocols of the clinical trial.

Other tasks that he/she can be assigned include; establishing rules and procedures for data sharing with clinical personnel and other stakeholders, making sure that the data collected is complete and consistent, assist with writing reports and data extraction when needed, monitor and analyze clinical information and data systems ensuring that each process is done correctly, troubleshooting data related problems, and offer support to other clinical personnel on the usage of clinical data systems.

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

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

Sets a step-by-step plan of action in order to have a better understanding of the issues at hand and to know that one has thoroughly considered the situation

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

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.

Inspires and fosters team's commitment and trust, facilitates cooperation and motivates team members to accomplish team goals

Makes timely, well-informed and effective decisions even when solutions produce unpleasant consequences or data is limited or not available

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

Focuses on opportunities, strengths, weaknesses, and threats while planning for the future

3

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Maintains an all time open communication among the employees and managers

Encourages the employees to learn to take responsibility for their performance

2

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

Maintains a working area that stimulates the growth of individual employees

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.

Gives constant encouragement and constructive suggestions to subordinates assisting them in their work

Stimulates productive discussion sessions with the workforce for a decisive action plan

2

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

Knows how to handle emotions at the moment rather than suppressing them

3

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

Looks when a person thinks no one is watching; is especially observant during those times when a person feels comfortable letting it all hang loose

Takes note of the ways a person interacts with or avoids others in order to understand their personality

3

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.

Is not afraid to receive a piece of constructive criticism on how to do things more efficiently

Keeps a positive mental attitude even when faced with defeat and failures

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

Demonstrates exceptional behavioral skills when interacting with people from different cultures

3

Self Evaluation

Self Evaluation Question

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

What is one of the most difficult decisions you have made in the last six months? What made it difficult and how did you go about it?

[employee comments]
MANAGING AT TEAM:

How do you think your reporting staff would comment on your strengths, weaknesses, and managing style?

Is there a time when you have been a mentor to another aspiring manager? How did you go about creating that relationship?

[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]
MANAGEMENT SKILLS:

How have you led the efforts of your team to ensure they emerge the best?

Do your workers respect or fear you and do your leadership role intimidate them?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are you available for the employees when they need you?

Have you recognized your strengths and weaknesses in dealing with the different employees?

[employee comments]
SUPERVISORY SKILLS:

Do you measure your performance as you gauge the performance of the employees?

Are you reliable to give a competent report on each employee's abilities?

[employee comments]
EMOTION MANAGEMENT:

What strategies have you taken in the past to prevent a situation from becoming too stressful for you to handle?

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

[employee comments]
MONITORING OTHERS:

Is there a time when you felt your monitoring system is not giving you what you expected? What did you do?

Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why?

[employee comments]
PERSISTENCE:

Can you describe a time when you were given a project that had an impossible deadline? How did you manage to complete the project in time?

Is there a time you have persuaded your manager to accept an idea that you knew he/she would not like? What resistance did you meet and how did you overcome it?

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to encourage tolerance among individuals and groups with different cultural practices?

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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