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

A Marine Biologist is liable for researching and studying things that live in oceans from small organisms like the plankton to the large ones like the whales.

The essential responsibilities of this post include collecting samples and data using processes like curing techniques, GIS systems, visual recording, and sampling, preparing detailed reports like the environmental impact assessments for agencies like commercial organizations, governmental bodies, working with computer databases and specialist software to analyze information, carrying out population assessments of individual species, evaluating ongoing damage to coral reefs in a narrowly defined area, designing science experiments, collating findings and designing and building the appropriate equipment, managing research budgets, preparing research journals and other specialist publications, prepared research papers for journals.

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

DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution.

Avoids angering a difficult person as much as one can or giving them a reason to lose their temper

Considers interactions with difficult people as a way to build strengths such as grace, flexibility, and tolerance

2

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Makes sure that employees are recruited, selected, appraised and rewarded appropriately and takes action to address performance problems

Oversees contracting and procurement to achieve desired results and uses cost-benefit thinking to monitor expenditures and set priorities

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.

Regards fairness as one of the critical needs in all the decisions made

Provides ongoing coaching to employees that increase their awareness on the importance of professional treatment in the workplace

2

FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance.

Handles each task with ease no matter how difficult the situations are

Very flexible in times of immediate change or urgent project deliveries

3

ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc.

Always achieves excellence in the end results as required by the company

Always sees the big picture of each project and works hard to achieve the success

3

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Makes sure not to misread or skip an important direction; pays attention to detail, even if it seems insignificant to one

Consults with someone familiar with how a task is done, if possible, to make sure one is doing it right

2

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Shares high-level objectives with team members in order to ensure that each individual is in alignment with the company's vision and mission

Looks for people who have already accomplished similar goals, learns what they have done, and follows their steps towards accomplishing own goals

2

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Gives new employees a clear sense of the company's core business strategy as well as an understanding of its products and services

Constantly tracks a project in its early stages to identify and fix errors that could affect the overall quality of the project

2

BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times.

Observes expectations, values, and standards regarding honesty, fairness, and integrity

Avoids straying from the truth and gives credit where due

2

BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world.

Maintains a neutral tone when disagreeing with what others are saying

Shows respect, politeness, and confidence when interacting with others and avoids gossiping

2

Self Evaluation

Self Evaluation Question

Employee Comments

DEALING WITH DIFFICULT PEOPLE:

Describe a time when you had to disagree with a new rule in the company? How did you present your argument?

When you work with a group of people, disagreements are common. Can you describe a time when you handled a disagreement in your workgroup? How was it solved?

[employee comments]
MANAGING AT TEAM:

Would you rather that your reporting staff respected you or feared you? Why? How would you inspire both reactions from them?

What are the two most important values that you demonstrate as a manager? Describe a time when you have demonstrated these values in the workplace

[employee comments]
ETHICAL BEHAVIOR:

Do you keep your word at all time or do you fail to be honest?

Do you give honor where it's due or do you withhold it from those who have done well?

[employee comments]
FLEXIBILITY:

Are you flexible enough to take on new urgent tasks that do not originally belong to you?

What areas are you supposed to work on to become better?

[employee comments]
ORIENTATION TO WORK:

How well do handle pressure and stress in the workplace?

Are you a fast learner or you need something repeated over and over again for you to understand?

[employee comments]
FOLLOWING DIRECTIONS:

How do you react to a colleague who regularly fails to follow instructions?

Is there a time you have had a conflict with a customer or colleague due to not following simple instructions? How did you resolve the conflict?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Describe a time when your team failed to meet its goals due to an underperforming employee. How did you deal with the situation?

What new skills have you learned to improve your ability to set realistic goals? How has this helped you achieve your goals effectively?

[employee comments]
QUALITY OF WORK:

How often have you produced low-quality work? What has prevented you from producing high-quality work?

What courses, if any, have you taken to improve the quality of service you give to your customers? How has this benefited your company?

[employee comments]
BUSINESS ETHICS:

What are some of the contributions you have made in making changes in policies to eliminate unfair elements?

What efforts have you made to enhance your intellectual understanding of legal guidelines pertaining equitable treatment?

[employee comments]
BUSINESS ETIQUETTE:

How often do you encourage others to stand up when shaking hands or meeting new people?

What would you like to improve about yourself in order to be more pleasant to work with?

[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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