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

A Bioinformatics Engineer is accountable for carrying out research procedures with the help of bioinformatics methodology and hypothesis which include medical informatics, computational biology, medical technology, biotechnology, etc.

The primary duties of this post are providing assistance for the proper functioning of the analysis and unified stem cell information management systems, enforcing the information security and user access control activities when required, facilitating the analysis and centralized stem cell information management systems, upholding and producing the reports of system level for the applications, procedures and knowledge as per the requirement, providing support to the scientists in the improvement of the examination methodologies and software solutions, providing support to the scientists in the development of the survey work and innovative information visualization solutions.

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

DISPUTE RESOLUTION: Dispute Resolution is the method used to resolve disputes, conflicts or claims between two parties including arbitration, mediation, negotiation, and litigation.

Maintains focus on the core issue causing the dispute and tries as much as possible to not get side-tracked by irrelevant issues

Asks both parties to face each other, articulate what the other party does well and listen to their point of view on the situation at hand

3

COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner.

Embraces the power of professional associations as a way of gaining wisdom, knowledge, and experience

Gets along with everyone and avoids picking fights or offending co-workers

3

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Does not talk ill about other employees, rather than cool things the employees are doing

Leaves work with items on one's to-do list and is excited about tackling the items the following day

3

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Holds oneself and others accountable for making principled decisions and addresses unethical and unsatisfactory behavior head on

Generates enthusiasm among the team members for accomplishing common goals that elevates the team and ensures the company success

2

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.

Does some research on the skills one needs to learn or what lifestyle changes one needs to make in order to achieve a goal

Considers personal limitations and writes them down in order to come up with a complete picture of the challenges one might face

3

RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant.

Carefully monitors and appreciates the quality of work one has provided as well as that, which other people provide

Develops personal work plans, with a corresponding contingency plan for each, in order to structure work and receive the required results

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.

Talks to employees in all departments to find out what is working well, what needs fixing, and what is completely broken

Makes sure that the set goals are things that one wants to achieve rather than things that one wants to avoid

3

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 strategy to address resource shortages in own projects by determining accurate work efforts for the projects at hand

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

3

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

Passionate about realizing goals and is exceptionally determined to realize success in any venture

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

Self Evaluation

Self Evaluation Question

Employee Comments

DISPUTE RESOLUTION:

Describe an instance where you have had a dispute with a customer. How did you deal with it and what was the outcome?

Can you give an example of a time when you were able to resolve an issue before it became a bigger problem? What was the issue?

[employee comments]
COMPETITIVENESS:

What is one thing you would like to improve about yourself in order to be more competitive at work?

What have you done to increase your knowledge and understanding about competitiveness in the workplace?

[employee comments]
ENJOYMENT OF THE JOB:

Describe a time when you felt your work was unmanageable and were unable to meet deadlines. What did you do about it?

Are there times when you have helped other employees love their jobs? How did you go about it?

[employee comments]
PERSONAL ACCOUNTABILITY:

Give an example of a time when despite carefully planning, things did not turn out as expected or went out of hand. What did you do?

Describe a time when you had to admit to your supervisor that you had made a mistake. What happened?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you failed to meet your goals because they were unreal? What did you do?

What are some of the things that you have done to improve your ability to set realistic goals?

[employee comments]
RESULTS ORIENTATION:

Is there a time when you have handled a project that demanded a lot of effort? How did you go about it?

How do you motivate your team members to stay focused on achieving results?

[employee comments]
LONG RANGE PLANNING:

Describe the most recent long-range plan you have been involved in. What are some of the information you needed to start the process?

What are some of the things you have done to improve your ability to plan for the future?

[employee comments]
RESOURCE USE:

How do you make sure that your team members have all the skills needed to accomplish a certain task?

Describe a time when you have had to use a resource for a longer period of time than you expected? What were the consequences?

[employee comments]
ENTREPRENEURIAL THINKING:

What efforts are you making to become more involved with the community that supports your venture?

Are you making any efforts to become more determined to take risks?

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to increase links to networks of individuals and groups from different cultural backgrounds?

What are you doing to encourage individuals and groups with a different cultural background to work with each other?

[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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