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

A principal scientist is tasked with leading scientific teams, conducting research, analyzing research data and presenting it. They seek to build on existing knowledge and technology with the aim of advancing it further. He/she will get to develop and improve on various products through qualitative and quantitative research from time to time.

Other tasks that he/she can undertake include; provide technical guidance on the area of expertise; monitor staff performance and conduct performance reviews; ensure that high standards of professionalism are maintained all through; resolve all conflict in the department and ensure constant training and mentoring of the personnel that works in close collaboration with him.

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

DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome.

Includes details and straightforward instructions in order to avoid most communication gaps and allow tasks to be executed effectively

Asks the person assigned the task to paraphrase the assignment or request in their own words to make sure that they understand what they are supposed to do

2

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Understands well how to help others in times of need without asking for anything in return

Always willing to help his fellow workmates complete their projects on time

2

COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition.

Respects authority from the team leaders, supervisors as well as managers

High performance on group tasks given without waiting for someone else to handle them

2

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Insists on the importance of giving fair treatment to all the employees

Helps others understand the value of treating others with dignity and respect

3

PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face.

Is specific; states with clarity the exact thing that one wants to be done or what one is refusing to do

Upholds discipline and good habits in order to stay in the course even when faced with difficult situations

2

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

Takes the initiative to contact customers or research the effectiveness of the suggested solutions; continues to try new solutions until the desired result is achieved

Compares work performance and the expected outcomes against the set standards in order to achieve quality 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.

Finds out the competitors' strengths and weaknesses and looks for ways to adopt or exploit them

Identifies the core competencies that one will require and begins to develop those competencies in order to be better positioned for the markets in the future

2

DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness.

Promotes basic awareness and skills training focused on the major principles of diversity

Shows willingness to accept feedback, learn, and listen to concerns of others

2

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.

Gathers knowledge to assist in modeling a process to make it work as expected

Uses existing survey results to assess the impact of ongoing process improvement efforts

2

RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business.

Tries to examine problems from a different point of view

Makes effort to examine the truth of an argument before making a conclusion

2

Self Evaluation

Self Evaluation Question

Employee Comments

DELEGATION:

Do you regard yourself a micro or macro manager? How do you delegate your tasks or projects?

How do you ensure that the person you assign a task has understood all the instructions?

[employee comments]
TEAM BUILDING:

Are you a team player or a mere observer? What do you need to change?

How effectively did you work together with others on this project?

[employee comments]
COOPERATION WITH COLLEAGUES:

Are you willing to reconcile when a conflict occurs in the workplace?

What are your strengthens and how do you utilize them in the group?

[employee comments]
ETHICAL BEHAVIOR:

Have you acquired a relationship of trust with other co-workers and management?

Do you provide honest feedback when asked to give any?

[employee comments]
PERSISTENCE:

Can you describe a time when you were given a project that had an impossible deadline? How did you manage to complete the project in time?

Can you describe a situation where you had to use persistence in order to successfully convince a customer to buy a product?

[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?

Describe a project that you have started on your own recently. What motivated you to get started?

[employee comments]
LONG RANGE PLANNING:

Who do you involve when deciding on a long-range plan for your company and why?

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

[employee comments]
DIVERSITY AWARENESS:

Have you participated in events that are diversity-related and what efforts are you making to promote them?

Have you ever made a joke that offended the beliefs of someone else and how did you rectify the situation?

[employee comments]
PROCESS IMPROVEMENT:

What efforts are you making to learn more about new procedures?

Have you ever failed to map existing processes and how did you correct the mistake?

[employee comments]
RESEARCH:

How often do you encourage colleagues to employ analytical skills when examining the consequences of a certain solution?

What efforts are you making to improve your critical thinking skills when examining the validity and truth of arguments?

[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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