Use this step by step explanation to craft a good employee performance feedback review for a clinical research administrator. Find the right words with quality phrases.
A clinical research administrator is responsible for ensuring that all medical drugs and technologies are in line with the laid down clinical standard procedures, protocols, policies and legal terms while conducting medical trials. He/she sees to it that all ethical and regulatory issues are addressed in an effective and efficient manner at all times.
Besides that, he/she will get to perform the following tasks and duties; planning and directing all clinical research related activities from time to time, participate in the development of new medical technologies and procedures, preparing and presenting on clinical research results and outcomes, undertake administrative duties when required and planning and budgeting for the clinical research activities.
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. | Never talks too much so as not to bore the people who are listening. Speaks with humility and genuine respect for other people and is considered with high regard. | 3 |
| 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 |
| ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team. | Knows how to articulate issues and at the same time solicit sensitive information and data. Handles conflict in a very creative and constructive manner to achieve the best solution for all. | 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 teams with required resources to attain good results Gives consistent recognition to employees who do their best in meeting their goals | 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 Prevents over-staffing in one department by dividing equal number of employees in each sector | 3 |
| 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. | Able to challenge bias, stereotyping and intolerance, and creates an atmosphere that is respectful towards everyone Maintains an eye contact when having a conversation with a colleague and does not let one's own gaze drift all over the place | 2 |
| CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues. | Establishes long-term goals and projects and suggests new ways to meet them Sees beyond the current business model and suggests new ways of working that are different from competitors | 2 |
| ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change. | Never afraid to take risks and is fully devoted to making everything work Possesses exceptional ability to adapt and thrive in any environment | 3 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Values the differences that exist between individuals and groups and is fully aware of interaction between cultures Develops and enforces policies that drive change to eliminate any stereotypes that a cultural group faces | 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 analyzing complex and large volumes of data and finding trends in that data Excels at working with graphical information and is an expert in using a wide range of graphical software | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| VERBAL COMMUNICATION: How well can you rate your verbal skills and what are you doing to improve? How do you respond to feedback and criticism and do you encourage people to give you feedback and citric your speech? | [employee comments] |
| INTERVIEWING: Describe an interview you have attended, and you felt you did not perform well? What is the one question you find challenging to answer during an interview and why? | [employee comments] |
| ADMINISTRATIVE SKILLS: Do you encourage those under you to perform professionally at all times? How conversant are you with the technology while dispensing your administrative roles? | [employee comments] |
| PARTICIPATIVE MANAGEMENT: Do you make decisions with the employees in mind or do you just consider your own needs? Have you recognized your strengths and weaknesses in dealing with the different employees? | [employee comments] |
| SUPERVISORY SKILLS: Do you develop an action-oriented plan to improve competence and impact in the workplace? Are you able to develop supervision skills in others through your own experience? | [employee comments] |
| EMPATHY: How can you tell that a colleague needs help? What steps would you go through to provide comfort? Can you think of a time someone interpreted something you said negatively, even though you didn't intend for it to be negative? | [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] |
| ENTREPRENEURIAL THINKING: Were there any times where you felt that you were less optimistic than other times? Are you making any efforts to become more determined to take risks? | [employee comments] |
| INTERCULTURAL COMPETENCE: What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs? How often do you encourage others to show respect to people with diverse cultural backgrounds? | [employee comments] |
| ANALYTICAL SKILLS: Can you think of a small problem you ever identified and solved before it could turn into a big problem? How often do you encourage others to use appropriate oral and written communication skills when sharing an analysis? | [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: |