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

A Senior Biomedical Engineer is liable for overseeing the biomedical engineering department by conceptualizing and prototyping new physiological monitoring devices, coordinating design activities, reviews, reporting design progress and evaluating results.

Essential duties for this position include providing physiological expertise in medical and biological sciences to facilitate advances in non-invasive monitoring devices, providing software and algorithm development expertise systems, planning, advising, analyzing, designing, testing and managing highly complex engineering systems, responsible for design and development of systems that span the engineering disciplines of biomedical, algorithm development and PC software, mentoring other engineers and technicians, serving as a technical leader for major advanced development projects including the development of devices in the new technology.

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.

Organizes a meeting between the two parties in question in order to understand the real issue causing the dispute

Regularly reviews the situation in order to make sure that the dispute has been resolved and that both parties are working effectively together

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.

Invests quality time, energy and money for personal improvement and development

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.

Supports and helps other employees in their work in order to contribute to the overall success of the company

Always presents oneself in a way that is consistent with the good image the company wants to portray to the public

3

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.

Sets specific goals in order to provide greater clarity in terms of what one actually needs to do to achieve them

Ranks goals in order of their importance and urgency when one has multiple goals on the list

3

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

Demonstrates a flexible approach to work on projects in order to achieve cost-savings and to achieve goals

Checks results in order to make sure that solutions are effective and takes the necessary action if resolution has not been accomplished

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.

Refers to the elements of the long-term plan frequently or whenever necessary to provide guidance and to show others that one considers the plan important

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 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

Includes contingency plans in a resource management strategy to allow for a "plan B" in the event of unexpected changes

3

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

Always a step ahead of competitors and always craves to learn more

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.

Values the differences that exist between individuals and groups and is fully aware of interaction between cultures

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 remain calm on the outside when you were really upset on the inside. What was the problem?

[employee comments]
COMPETITIVENESS:

Are there times you have had to demonstrate leadership skills at work in order to stand out from the rest of your colleagues?

Have you ever participated in a networking event? How did you interact with other people attending the event?

[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:

Describe an occasion when you chose not to complete a task, for whatever reason. What happened?

Describe a time you reacted to pressure situations or short deadlines. How did you do it?

[employee comments]
REALISTIC GOAL SETTING:

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

How have you ensured that your goals are measurable, achievable, specific and timely?

[employee comments]
RESULTS ORIENTATION:

Describe a time when you have been very successful in accomplishing your goals. What made this possible?

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

[employee comments]
LONG RANGE PLANNING:

Describe a time when you have had a hard time accomplishing your long-range plan. What was the problem and how did you solve it?

In your opinion, do you think most start-ups fail due to lack of long-range planning or due to poor management? Explain your answer

[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 identified a project that was consuming more company resources than needed. What did you do with the project?

[employee comments]
ENTREPRENEURIAL THINKING:

Can you think of situations where you demonstrated a lot of determination despite facing obstacles and challenges?

What are some of the things you are doing to improve your business and marketing skills?

[employee comments]
INTERCULTURAL COMPETENCE:

Are you actively involved in celebrations and events that feature people with different cultures?

Are you actively involved in professional development courses and forums that enhance intercultural competency?

[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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