Use this step by step explanation to craft a good employee performance feedback review for a scientific informatics analyst. Find the right words with quality phrases.
A Scientific Informatics Analyst is liable for replacing, improving, recreating and organizing the information in the business systems in a way that it can be accessed, retrieved and utilized for the required professional purpose.
The key responsibilities of this post involve managing analysis of risk data and investment using the descriptive and inferential statistics, enhancing the quality and utilization of data, helping in applying the predictive model trends for rate planning, developing, implementing, organizing and maintaining the information, reporting in a way the information is understood and documented, collaborates with the rest of the team to give accurate data, monitoring quality programs, making efforts to improve them, compiling data from multiple sources, importing data into relevant databases, ensuring there is appropriate transfer of data.
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 Assesses the impact of the decision and modifies the course of action as needed | 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. | Provides feedback as soon as possible after a behavior has been observed in order to make it more pertinent and relevant Approaches employees from the standpoint that one recognizes their desires to perform effectively in their work | 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. | Stays composed when presented with new instructions or faced with new situations and manages own negative emotions effectively Assesses oneself accurately and understands that one's emotional response to situations influences how one acts and how one is perceived | 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. | Leaves personal life behind once one crosses the working threshold in order to concentrate or put all attention on work Takes pride in one's work and strives to deliver the best possible results | 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. | Pays attention to how a person is framing a problem in order to know the real cause and think of ways on how to solve it Asks questions about the situation and about the person who caused it and tries to look for answers to these questions | 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 Aligns personal goals with those of the team or company and works hard to achieve them promptly and efficiently | 2 |
| 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. | Saves social time for after one has completed the assigned tasks in order to avoid distractions and remain focused Negotiates due dates with the people concerned in order to have more control and reduce stress when working on a project | 2 |
| RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly. | Gets to know team members' strengths, skills, and the type of work that motivates them in order to match them with the perfect tasks Plans for a recruitment exercise beforehand; communicates the skills one needs to acquire as early as possible in order to give the recruitment team enough time to identify appropriate resources for the exercise | 2 |
| 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. | Excels at prioritizing work by avoiding being involved in endless details 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. | Excels at mapping processes and is an expert at using business process models and flow charts to capture complex scenarios Possesses the best insight into the root cause of errors in processes and is always able to correct any errors | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| JUDGMENT SKILLS: Can you give two examples of situations where you have used logic and good judgment in solving a problem? How did you go about it? In your opinion, what factors should one consider when comparing the pros and cons of two potential vendors for processing payroll? | [employee comments] |
| GIVING FEEDBACK: How have you handled an employee whose work is not up to the company's expectations? What techniques have you used to track an employee's performance in order to give the best feedback? | [employee comments] |
| SELF AWARENESS: Describe times when you have been in a good mood at work. What impact did that have on your performance and colleagues? Are there times when you have reacted to someone or something in the workplace in a way you did not intend to? How did you fix that? | [employee comments] |
| COMMITMENT TO THE JOB: Are there times you have come in early or stayed late in order to meet a deadline? Have you ever been overloaded with work? How do you manage your work so that it gets done on time? | [employee comments] |
| PRACTICAL THINKING: Some situations require one to think in a practical manner while others require critical thinking. Can you give an example when you have used the two strategies to solve a problem at work? 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: 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] |
| DEADLINES - ON TIME: You are currently working on a project that is due in a few hours. Your boss assigns you another project that is due at exactly the same time as the current one. What do you do to make sure that you meet both deadlines? Which is one of the most difficult projects you have ever done? What made it difficult and how did you go about making it a success? | [employee comments] |
| RESOURCE USE: What basic rules have you followed for successful resource planning? How has this helped you to manage resources effectively? How have you determined the best resource for a specific requirement? Explain the last time this happened | [employee comments] |
| TIME MANAGEMENT: Do you maintain a plan and say no to constant interruptions while working? Is there a time you had to seek assistance from another person to solve a problem quickly? | [employee comments] |
| PROCESS IMPROVEMENT: Is there any time you failed to set objectives when initiating process improvement efforts? How did you correct the mistake? Have you ever failed to map existing processes and how did you correct the mistake? | [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: |