Use this step by step explanation to craft a good employee performance feedback review for a senior research associate. Find the right words with quality phrases.

A Senior Research Associate is responsible for doing studies on assigned topics and providing analysis and reports on the particular research. This position is useful in various businesses including financial institutions, universities, biotech companies, insurance firms, etc.

The principal duties of this post are researching and testing while adhering to the quality control standards, working hand in hand with other researchers and scientists to generate new scientific methods and procedures, collecting and summarizing data, executing experiments, writing detailed technical detailed reports, creating and maintaining computerized spreadsheets and documentation, managing, training and guiding other team members, developing, implementing and monitoring research activities using advanced statistical analysis and modelling techniques.

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

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Doesn't need close supervision in any functions, works well without any supervision

Never feels satisfied with the performance, always seeking new ways to improve

3

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Thinks quickly to respond to a sudden change in information and draws conclusion from it

Thinks of ways to make changes work, rather than identifying why changes will not work

3

PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.

Is not afraid to take risks; tries new things and ideas and makes mistakes until one finds a strategy that is more effective

Reflects on one's own weaknesses and determines which personal qualities can be strengthened to advance one's own goals

3

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Develops mutual respect; finds ways to show that one truly values other employees' contribution to the company

Copes with conflicts by listening actively and making sure to address the situation only after both parties have had a chance to calm down

3

REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live.

Assesses one's commitment to the goals; puts in the necessary effort and time to achieve own goals

Ranks goals in order of their importance and urgency when one has multiple goals on the list

3

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Checks to identify the potential root cause of the problem and deals with it before it causes the problem

Checks to see that team members have understood what their responsibilities are and that they own their part of the project in order to avoid future problems

3

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Finds out the competitors' strengths and weaknesses and looks for ways to adopt or exploit them

Identifies the core competencies that one will require and begins to develop those competencies in order to be better positioned for the markets in the future

2

RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly.

Creates a single resource pool for all projects in order to have a better visibility and accuracy of resource availability and utilization

Uses project management tools to look for project areas that need attention, and then seeks to understand how one can help

3

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Leads in promoting professional development courses and forums that enhance intercultural competency

Fully understands people with diverse cultural backgrounds and provides a cohesive environment for everyone

3

PRODUCT KNOWLEDGE: Product Knowledge is an essential sales skill to understand the features of your product allowing you to present the benefits compellingly and accurately to the customer.

Demonstrates awareness about the customer experience offered by the product

Demonstrates in-depth knowledge on how to use a product together with another

3

Self Evaluation

Self Evaluation Question

Employee Comments

INITIATIVE:

Do you have to be told what to do or you take the lead?

Do you have the ability to plan your personal goals and accomplish them?

[employee comments]
ADAPTABILITY:

What is the biggest change you have dealt with and how did you cope with it?

Can you think of a time when your task or project suffered a setback? How did you react?

[employee comments]
PERSONAL COMMITMENT:

After setting your goals, how do you keep track of your progress? What do you do when you realize that you have done less than you expected?

Describe a project that was implemented because of your personal commitment. What was your role in the project?

[employee comments]
PERSONAL RELATIONSHIPS:

Can you describe an experience that showcases your ability to work and relate well with other employees in the workplace?

Describe a time when a colleague asked you to keep something confidential. How did you go about building this trust?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you have faced challenges setting goals? What were the challenges and how did you overcome them?

How have you ensured that your goals are measurable, achievable, specific and timely?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Describe a solution that was implemented primarily due to your ability to see potential problems. What was the problem?

How have you helped employees who are behind schedule to improve their performance and meet deadlines?

[employee comments]
LONG RANGE PLANNING:

How do you make sure that your long-term goals do not conflict with your short-term goals?

In your opinion, do you think most start-ups fail due to lack of long-range planning or due to poor management? Explain your answer

[employee comments]
RESOURCE USE:

Describe a time when you have started a project without all the required resources. Were you happy with the outcome? Explain your answer

How have you determined the best resource for a specific requirement? Explain the last time this happened

[employee comments]
INTERCULTURAL COMPETENCE:

Can you think of a time where you disrespected someone from a different culture? How did you correct the mistake?

What efforts are you making to enhance your knowledge about different cultures?

[employee comments]
PRODUCT KNOWLEDGE:

Can you think of a situation where you demonstrated your ability to fix problems associated with a product?

Have you ever failed to demonstrate how a product can be integrated with another? What did you do to improve?

[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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