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

A Biomedical engineer is liable for applying engineering principles and materials technology to the healthcare department through researching, designing and developing medical products like joint replacements and robotic surgical instruments.

The essential functions of this position include liaising with technicians and manufacturers to ensure the feasibility of a product in terms of designs and economic viability, working closely with other medical professionals like doctors, therapists as well as patients and caregivers, discussing and solving problems with manufacturing, quality, purchasing and marketing departments, arranging clinical trials of medical products, investigating the safety-related incidents, training the technical or clinical staff, testing and advancing clinical equipment, meeting with senior health services staff or other managers to exchange findings.

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

Assists both parties in coming up with a plan for resolving the dispute including follow-ups in the weeks or days ahead

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

Focuses on the clients' exact demands and remains committed to meeting those demands

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.

Sees customers like real people with real needs thus, gains real sense of fulfillment and purpose from taking care of those needs

Gives one hundred percent; works diligently to complete all tasks and limit one's mistakes and takes responsibility if one makes a mistake

3

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

Takes ownership of personal or team performance and helps team members to achieve their goals or improve their performance

Gets to work on time every day and completes all the assigned tasks on time with minimal supervision

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.

Breaks a goal down into milestones in order to help make a plan for achieving it later on

Revises unrealistic goals in order to make them more achievable or lets them go and creates new ones

3

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

Develops and utilizes measures to assess the goals progress and outcome achievement

Finds ways to overcome obstacles and challenges so that tasks are completed and goals are met

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.

Communicates own strategies to all levels of the company to make sure that everyone is operating within the same goals

Integrates long-term planning into the company budget in order to avoid conflict between the day-to-day finances and long-term financial goals

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

Implements a forecasting strategy that facilitates better staffing for current and future projects

3

ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change.

Demonstrates high level of confidence when executing ideas and gets the job done even under stressful conditions

Analyzes every situation, conducts research, compiles data, and makes conclusions based on facts obtained from the research

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

Demonstrates exceptional and genuine respect to people from diverse cultural groups

3

Self Evaluation

Self Evaluation Question

Employee Comments

DISPUTE RESOLUTION:

Describe a time when you have facilitated a solution to a problem between two employees. How did you go about it?

Describe a time when you have had to cope with a hostile subordinate or colleague. How did you handle him/her?

[employee comments]
COMPETITIVENESS:

What are some of the things you have done to help co-workers improve their professional competitive skills?

Mention a time you made an intentional effort to get to know someone from another culture. What was the result?

[employee comments]
ENJOYMENT OF THE JOB:

What techniques and processes have you come up with to make your job easier or to be more effective at work?

Can you describe a working environment that makes you happy and more productive?

[employee comments]
PERSONAL ACCOUNTABILITY:

Can you describe a day when your supervisor was absent, and you had to make tough decisions? What are some of the decisions you made?

Would you rather design procedures and plans or implement/manage them? Why?

[employee comments]
REALISTIC GOAL SETTING:

Describe step-by-step, how you go about setting your goals. How do you determine your goals' requirements?

What have you done to help other people to set realistic goals? Give the last time you did this

[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?

When you have a lot of projects you need to complete, what do you do to accomplish them effectively and promptly?

[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?

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

[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?

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?

What have you learned from your past mistakes when executing business ideas?

[employee comments]
INTERCULTURAL COMPETENCE:

What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs?

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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