Use this step by step explanation to craft a good employee performance feedback review for a senior clinical data specialist. Find the right words with quality phrases.
A Senior clinical data specialist is tasked with the primary function of developing and updating clinical data every now and again. He or she will also be tasked with generating clinical data reports for use by the various clinical personnel when needed while also verifying the clinical data from time to time.
He/she will also get to perform other functions like; ensuring data accuracy and integrity, keeping the clinical data updated and accessible when needed, carries out any related data troubleshooting problems, maintain clinical databases through proper planning, monitoring and performance improvement, and provide any technical support in regards to the clinical data usage.
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 |
|---|---|---|
| VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business. | Strikes good balance and confidence between verbal skill and non-verbal skills. Always attentive when the other people are putting their points across. | 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 list of all the positive things at work and tries to think about them when one feels demotivated Takes occasional breaks between tasks or projects in order to refresh one's mind and feel motivated to work | 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. | Cooperates with different team members to establish a development path 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 Always readily accessible to subordinates developing a spirit of teamwork | 2 |
| EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling. | Listens well and also pays attention to nonverbal communication, picking up subtle cues almost subconsciously Is able to navigate company's relationships effectively and achieve what other colleagues may previously have failed | 3 |
| CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues. | Sees trends, patterns and missing pieces when looking at information and tries to draw links between the information and the context Sees beyond the current business model and suggests new ways of working that are different from competitors | 2 |
| 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 Looks for patterns in a person's behavior in order to have a deeper understanding of the person | 3 |
| BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world. | Dresses professionally with clean and pressed clothes no matter the occasion Sends a special thank-you note to everyone, responds to all messages, and calls back immediately | 3 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Demonstrates sophisticated relational abilities and is known for being political savvy Demonstrates exceptional behavioral skills when interacting with people from different cultures | 3 |
| ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business. | Excels at employing critical thinking skills when evaluating information to make decisions Demonstrates excellent oral and written communication skills when sharing an analysis with others | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| VERBAL COMMUNICATION: Have you ever spoken before first thinking over it and it ended up hurting someone? How was the experience? How do you prepare yourself before you talk to people and has it been of help to you? | [employee comments] |
| MOTIVATING OTHERS: What are some of the projects or tasks you have tackled without being asked or supervised? How did you push through difficulties? Is there a time when you have not accomplished a task due to lack of motivation? What led to your lack of motivation? How did you fix it? | [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 develop an action-oriented plan to improve competence and impact in the workplace? Do you have a laid out plan on how to ensure you reach each employee individually? | [employee comments] |
| EMPATHY: How can you tell that a colleague needs help? What steps would you go through to provide comfort? Why is it important for employees to show empathy towards each other as well as towards their customers? | [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? Describe the steps and methods you have used to identify a vision for your department. What would you have done differently? | [employee comments] |
| MONITORING OTHERS: What are some of the monitoring policies you have in your company? How do you make sure the employees follow the policy of timekeeping? Is there a time when you have had changes in monitoring policy? What have you done to make sure that employees are aware of changes in the monitoring policy? | [employee comments] |
| BUSINESS ETIQUETTE: What efforts are you making to improve your dressing code? What efforts are you making to respond to messages promptly and always call back? | [employee comments] |
| INTERCULTURAL COMPETENCE: Can you think of a time where you disrespected someone from a different culture? How did you correct the mistake? How often do you encourage others to show respect to people with diverse cultural backgrounds? | [employee comments] |
| ANALYTICAL SKILLS: What is the most complex analytical task you have ever undertaken? What efforts are you making to search for the best sources of information? | [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: |