Use this step by step explanation to craft a good employee performance feedback review for a clinical project manager. Find the right words with quality phrases.
A clinical project manager has the primary roles of assisting in planning and execution of clinical trials with the stipulated timeframe and budget. He/she is tasked with the responsibility of managing all aspects of the clinical trials such as managing clinical specialists and clinical research associates as well as ensuring the clinical trials are successful.
Besides that, they can also undertake the following duties; liaising between the trial site and the study sponsors, leading a cross functional team to ensure all clinical trials are done in the right manner, tracking and reporting on the progress of all clinical trials, participating in several team meetings, training and evaluating the members of the team and resolving issues associated with the clinical trials.
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 |
|---|---|---|
| INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work. | Is very genuine and honest with other employees and to oneself, and does not pretend to be someone one is not Arranges a group discussion in order to address a problem and avoids targeting a particular group member during the conversation | 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 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Have no difficulty at all working along with others in the organization Share achievements of the projects with the rest of the team | 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. | Always demonstrates an extraordinary amount of dedication and sensitivity to the needs of others Effectively manages resources ensuring company resources are not wasted at all | 2 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Unstoppable by any obstacles, pressures and demands that would justifiably derail others Has a track record of energy, drive and performance levels that are inconsistent and unpredictable | 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. | Able to recognize what brings anger and gets prepared to remain calm should the situation occur Knows how to handle emotions at the moment rather than suppressing them | 3 |
| CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues. | Identifies and shares with other employees short-term strategies to overcome problems or take advantage of opportunities Identifies and creates new strategies that will fulfill the changing needs of the customers in the future | 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. | Writes down one's goals in a place that one can see it regularly and is specific about the results one wants to achieve Welcomes change and new ideas and continues looking for ways that one can incorporate these into one's life | 2 |
| PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly. | Provides professional support to the team and motivates the members to work together to achieve team goals and co-operation within the team Identifies, analyzes, and prioritizes both internal and external project issues and develops mitigation plans | 3 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Excels at adapting to diverse cultural groups at all times Develops and enforces policies that drive change to eliminate any stereotypes that a cultural group faces | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INSPIRING OTHERS: What have you done to make other employees feel cared for and to earn trust from them? Can you give an example of two people who have really inspired you in life? What has been their impact on your career life? | [employee comments] |
| MANAGING AT TEAM: Would you rather that your reporting staff respected you or feared you? Why? How would you inspire both reactions from them? Can you describe a time when you have taken a management role when you did not have the title of a manager? What happened? | [employee comments] |
| TEAM BUILDING: What is your personality? Does it hinder or encourage you to participate? Do you offer good group work and successful management equally to everyone or do you show favoritism? | [employee comments] |
| PARTICIPATIVE MANAGEMENT: Are you available to answer questions that need instant solutions? Have you recognized your strengths and weaknesses in dealing with the different employees? | [employee comments] |
| DEPENDABILITY: Are you willing to do whatever it takes to get the job done no matter the situation? Are your work results and your reliability in harmony and dos your record show that? | [employee comments] |
| EMOTION MANAGEMENT: What is the most stressful situation you have ever found yourself in at work and how did you handle it? How do you react to frequent changes in job demands in the workplace? | [employee comments] |
| CONCEPTUAL THINKING: Can you give an example of when you integrated seemingly unrelated information in order to anticipate a problem or analyze a situation? Give an example of a problem you solved when important facts were unavailable. What was the outcome? How was this problem affecting other employees? | [employee comments] |
| PERSISTENCE: Describe a time when your manager put pressure on you. Did you handle the pressure as well as you would have loved to? What have you done in the past to become successful in achieving your goals? | [employee comments] |
| PROJECT MANAGEMENT: What communication plans have you used to convey an important message to your team? How have you confirmed the accuracy of information received or sent? Describe the most difficult project that you have ever managed. What made it difficult and how did you go about it? | [employee comments] |
| INTERCULTURAL COMPETENCE: Can you think of a time where you disrespected someone from a different culture? How did you correct the mistake? Are you actively involved in professional development courses and forums that enhance intercultural competency? | [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: |