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

A Research Fellow develops the strategy and vision to position a project from inception through completion creating teams and collaborations that understand the project's direction.

The primary duties of this position include communicating directions through words or actions to inspire the team members to reach the set goals, planning and budgeting for the proposed project, leading and directing the work of the rest of the team members, acting as the principal investigator or co-investigator on research project, conducting individual or collaborative research projects, developing research objectives, plans and proposals, assessing, interpreting and evaluating the outcomes of research, resolving problems of meeting research targets and deadlines, developing ideas for application of research results.

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

URGENCY: Urgency is the speed that drives businesses fast in order to keep them from disconnecting from what they are aiming to achieve but pursue it with a sense of urgency.

Shows a great quality of changing tactics when something is not working.

Strives to find workable solutions to challenges being faced in the workplace.

2

INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements.

Demonstrates confidence and poise when pursuing new and challenging tasks.

Encourages others to appreciate and use their skills and abilities in the right way.

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.

Holds respect for coworkers thus creating a peaceful atmosphere in the workplace

Satisfies both the management's requirements and the company's as well

2

DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work.

Takes pride in demonstrating dedication to the company through hard work

Coaches other coworkers on how to utilize the supplied resources for the benefit of the company

2

PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace.

Has a high personal goal orientation that is inspired by the desire to grow and mature in the career world

Personal maturity and development is imminent to those interacting with such a person

3

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Offers to cover the responsibilities of a colleague while he/she is on vacation

Tailors a sales pitch to meet unique needs of a certain client

2

HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it.

Speaks up diplomatically and calmly if one has too much to handle

Makes sure to have one or two colleagues who are willing to assist in the time of stress in order to reduce one's stress level

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

Uses the appropriate methods, tools, and criteria in order to regularly evaluate the company's processes, services, and deliverables

2

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

Participates in events that are diversity-related and makes efforts to promote them

Encourages the implementation of strategies that attract a more diverse pool of applicants for vacant positions

2

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Demonstrates willingness to apply better practices and standards when scheduling projects

Shows willingness to learn how to have a work-life balance and create more time for both work and family

2

Self Evaluation

Self Evaluation Question

Employee Comments

URGENCY:

How well do you prioritize and handle any work assigned to you?

Do you always find it difficult to say no to extra work when you have enough to handle?

[employee comments]
INNOVATION:

What is the worst decision you had ever made when you were trying to solve a particular problem?

Do you delegate work and how has it benefitted you as an individual?

[employee comments]
COOPERATION WITH COLLEAGUES:

Are you open to criticism both from management and coworkers?

What can your team say concerning your work ethics and manners?

[employee comments]
DEDICATION TO WORK:

Do you give all the tasks provided your utmost attention or do you overlook details?

Are you accountable to your leaders delivering milestones as required?

[employee comments]
PERSONAL GROWTH:

Are you fully committed to remaining an active part of the company?

Are you available to attend training and coaching workshops and do you benefit from them?

[employee comments]
ADAPTABILITY:

What is the biggest change you have dealt with and how did you cope with it?

When have you been forced to attend to an emergency in an unusual way and what was the outcome?

[employee comments]
HANDLING STRESS:

Can you give examples of some of the things you have done to prevent a situation from becoming too stressful for you to handle?

Describe a time when your project was faced with a situation that was not anticipated. How did you handle it?

[employee comments]
RESULTS ORIENTATION:

Is there a time when you were not satisfied with the results you achieved for your goals? What was the problem?

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

[employee comments]
DIVERSITY AWARENESS:

What have you done to encourage the implementation of strategies that attract diverse applicants for vacant positions?

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

[employee comments]
SCHEDULING:

Have you ever failed to add contingency time when scheduling and how did you correct the mistake?

Is there a time you failed to use standard scheduling terminologies? What did you do to correct the situation?

[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:

Related Articles