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

A Senior Research Scientist is liable for developing new products and contributing to scientific understanding within their field in companies.

Primary responsibilities for this position are proposing, planning and managing research projects, report preparation, and presentation of their findings, leading the formulation, development, and optimization of new programs, designs, and prototypes, participation in research expressing and writing with other staff members, assessing new technologies and future applications of technologies, designing and conducting experiments in a laboratory setting, collecting and analyzing data, preparing reports, publishing and presenting reports and research papers, developing new theories and methodologies, serving as team leaders for the projects.

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

Always ready to take on new tasks whenever it happens

3

WORK ATTITUDE: Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there.

Ability to deal with internal and external pressure excellently while maintaining the right attitude

Always thinking positively and willing to share positive insights that could benefit everybody

3

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

Plans ahead, but always has an alternative option in case things go wrong or unexpected

Not frightened to improvise. Can comfortably move into action without a plan and plan on-the-go

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.

Arms oneself with all the tools needed to accomplish one's goals to avoid getting distracted

Joins professional support groups in order to get all the help one needs to realize own goals

2

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

Creates time to chat with other employees in order to know and learn about them and develop healthy and positive relationships

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

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

Uses project management systems that provide resource visibility and forecasting tools in order to reduce schedule thrash ultimately

Lets employees and colleagues know what is going on behind the scenes in order to help them prepare for changes

2

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.

Breaks down high-level goals into a set of year-by-year metrics in order to track progress towards the goals

Analyzes threats, opportunities, strengths, and weakness of the company in order to determine how to go about setting long-term goals

3

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

Prioritizes and categorizes resources in different buckets in order to get the most out of them

Uses technology to automate strategies and processes and to provide a streamlined approach to managing resources

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

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 exceptional knowledge about elements that allow customers to extend or customize products

3

Self Evaluation

Self Evaluation Question

Employee Comments

INITIATIVE:

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

How well do you handle work pressure, deadlines, and coworkers?

[employee comments]
WORK ATTITUDE:

Are you an asset to your company or a strict liability that only causes conflict?

Are you emotionally stable or do you flare up in uncontrollable anger?

[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:

Sometimes you have to sacrifice some things in life in order to get what you want. What are some of the things you have sacrificed in the past in order to accomplish your goals?

What is one thing you have done in the past that has demonstrated your willingness to work hard?

[employee comments]
PERSONAL RELATIONSHIPS:

How do you establish rapport with other employees? What are some of the things that you have done to gain their confidence?

What have you done to improve the relationship between you and your bosses? How has this relationship benefited your career?

[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 do you set projects deadlines and milestones to make sure that employees meet them successfully?

[employee comments]
LONG RANGE PLANNING:

Who do you involve when deciding on a long-range plan for your company and why?

How have you helped your team members meet their long-term goals? How has this benefited the company at large?

[employee comments]
RESOURCE USE:

What factors have you considered when managing resources at work?

How have you ensured a fair and balanced resource allocation when planning your projects or tasks?

[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 appreciate and experience different ways of doing and seeing things?

[employee comments]
PRODUCT KNOWLEDGE:

What are you doing to enhance your understanding of industry trends, terminologies, and concepts surrounding 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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