Use this step by step explanation to craft a good employee performance feedback review for a chemical analyst. Find the right words with quality phrases.
A chemical analyst is responsible for finding out what chemical substances are composed of, processing this information and communicating it. He/she separates mixtures using various techniques and studies how materials and energy react to find out the composition, chemical or physical properties, and reactions of compounds.
Other duties include preparation of solutions and compounds to use for conducting tests; work together with other scientists and researchers to develop tests, conduct analyses and interpret results; publish findings on industry or scientific journals; develop or discover new products; prepare reports, technical papers and standards for the processes, products and tests as well as develop formulas, equipment and processes and also improve on them.
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 |
|---|---|---|
| JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion. | Objectively assesses the facts, in sensitive situations, in order to arrive at a balanced and fair judgment Evaluates the pros and cons, or costs and benefits, associated with an option and generates an array of possible responses or solutions | 3 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Looks for useful information that the employees need and that which will help them become more successful in their work Listens to how the person interpreted the situation and their suggestions and asks how one can help to prevent the situation from recurring | 3 |
| SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace. | Maintains momentum, focus, and effectiveness, despite provocations, challenges, and emotionally charged situations Is always positive; creates good personal and work habits and rejects the bad ones | 3 |
| COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization. | Observes punctuality at all times and is always at the right place at the right time Is open and honest and expresses any criticism in a way that shows respect and dignity to others | 3 |
| PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results. | Makes lists, organizes things and uses a lot of detail in order to keep a problem in an orderly manner Comes up with "outside the box" and unusual strategies in order to cope with unusual events in the workplace | 3 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Identifies and meets with the appropriate parties in order to develop an understanding of the set goals and desired results Finds ways to overcome obstacles and challenges so that tasks are completed and goals are met | 3 |
| DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period. | Keeps emails and documents in a categorized folder in order to avoid wasting time while looking for important information Uses online calendars to organize own tasks and get email and text reminders for crucial deadlines | 2 |
| RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly. | Develops a skills library associated with the available resources in order to make sure that one has the necessary capabilities when building a team to work on own projects Develops a workers' incentive program that limits turnover and builds continuity in own resource pool for effective planning | 3 |
| TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time. | Trusted to deliver urgent work without compromising on quality and preciseness Meets all deadlines and makes the best use of time | 3 |
| PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level. | Demonstrates exceptional ability to capture the perspectives of customers so as to meet their expectations and retain them Eliminates steps that do not add value to a process and optimizes the steps that add value to a process | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| JUDGMENT SKILLS: Can you think of a context or situation where you needed to demonstrate judgment? How was the situation resolved? Can you describe step by step, how you would brainstorm possible themes for a fundraising campaign in your company? | [employee comments] |
| GIVING FEEDBACK: How have you handled an employee whose work is not up to the company's expectations? What are some of the things you have done to develop the skills of other employees and make them more productive? | [employee comments] |
| SELF AWARENESS: Can you describe some circumstances and situations that brought out your best at work? Can you list five things that you have learned about yourself in the last two years, that are relevant to how you work? | [employee comments] |
| COMMITMENT TO THE JOB: Are there times you have come in early or stayed late in order to meet a deadline? Can you describe a situation where you had to be very persistent or dedicated in order to achieve goals? | [employee comments] |
| PRACTICAL THINKING: Describe a situation that required you to think practically at work. What steps did you take to accomplish this? Describe a time when you have had to analyze a problem and come up with possible solutions. How did you go about it? | [employee comments] |
| RESULTS ORIENTATION: What are some of the most common things that prevent people from achieving results from their goals? What do you think they should do differently? Describe a time when instructions on a project were not clear. What made them unclear and what did you do? | [employee comments] |
| DEADLINES - ON TIME: How do you handle distractions and interruptions at work? Is there a time when you were distracted when doing an important task? What did you do? What are some of the things that you include in your to-do lists to make them effective? How has this helped you meet your deadlines? | [employee comments] |
| RESOURCE USE: Describe a time when your company has experienced the highest employee turnover. What was the problem? What are some of the things that you have done to prevent high employee turnover? How have you ensured a fair and balanced resource allocation when planning your projects or tasks? | [employee comments] |
| TIME MANAGEMENT: Do you maintain a plan and say no to constant interruptions while working? How do you react when you realize that time is running out and you are yet to finish a project? | [employee comments] |
| PROCESS IMPROVEMENT: Which techniques are you employing to identify bottlenecks in processes and the points at which improvements can be made? How often do you attend think tank and ideation sessions to learn new ideas on improving processes? | [employee comments] |
Summary |
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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: |