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

A Research Biologist is responsible for researching plants and animals related to a particular natural habitat. This position conducts its research on land, air, water, plants, animals and bird behavior in the natural ecosystems.

The primary duties of this post include collecting specimens and tracking the movements of aquatic and land animals, studying the environmental degradation due to the industrial development and global warming, working as the advocates for the environment, observing plant interactions with the environment, studying the behavior of wild animals, conducting research, recording data and analyzing data in their respective fields, draw conclusions based on their analyses, making recommendations or government agencies based on their findings, conducting census of endangered animal species, observing behavior patterns and interactions, trap and tranquilize wild animals like bears and moose to record their sex.

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.

Redirects the conversation or situation to something positive by focusing on something else other than what the argument started about

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

2

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Chooses own words carefully and restrains from making any demoralizing statements that call the employees intelligence into question

Makes sure that the employee one is giving feedback is comfortable with it and is able to apply it practically to become more productive at work

2

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Defines or redefines the company's mission in order to enable the key people to share the same view of the company's philosophy, goals, and future direction

Pays attention to the human resources required for the plan to succeed

2

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

Understands, negotiates and balances diverse views and beliefs, particularly in multicultural environments, to reach workable solutions

Surveys clients about their experience with the company and modifies service delivery based on the findings

2

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.

Always looks for ways to expand existing professional skills and develop new ones

Always has a ready and prepared mindset. Perceives oneself as a warrior who never gives up until all enemies are defeated

3

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Makes the customer feel valued; offers trusted advice to customers who want to develop a long-term relationship with the company

Does not just want to be right to proof a point, rather, is truly interested in the best outcome or solution to a problem

2

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

Listens intently in order to understand what one needs to do and deliver appropriately

Is attentive to one's tasks and avoids making the bosses ask one to do something more than once

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.

Establishes criteria for success in order to make it easier to track the goals' progress and know when one has achieved them

Develops contingency plans for the obstacles that one has anticipated and how and when each plan should be implemented

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

Frequently uses honest data, figures, and facts to support conclusions

2

TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually.

Demonstrates willingness to learn how to work more efficiently any time from different sites and on different devices

Seeks assistance when faced with problems related to operating modern electronic devices

2

Self Evaluation

Self Evaluation Question

Employee Comments

DEALING WITH DIFFICULT PEOPLE:

Is there a time when you have had to respond to an unhappy customer? How did you deal with him/her?

How comfortable are you with dealing with different opinions from different people? Describe a time when this happened at work

[employee comments]
GIVING FEEDBACK:

How have you handled an employee whose work is not up to the company's expectations?

When do you give positive feedback to your employees or subordinates? Give an example of the last time you did

[employee comments]
STRATEGIC PLANNING:

How does your current position affect the overall goals of your company? What have you done to improve your ability to set the company's goals?

Describe a time when you have cooperated in the planning of a project. What was your role?

[employee comments]
ADAPTABILITY:

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

Can you describe a situation where you had to move into action without a plan when solving a difficult problem?

[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]
EMPATHY:

Think of a time you had to address an angry client. How would you assess your role in diffusing the problem?

Describe a time when you were able to strengthen a relationship between colleagues using effective communication. What made your communication effective?

[employee comments]
FOLLOWING DIRECTIONS:

Can you give an example of a time when you were able to demonstrate your ability 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]
REALISTIC GOAL SETTING:

How do you decide on your goals? How do you ensure that they are realistic?

What are some of the things that you have done to improve your ability to set realistic goals?

[employee comments]
BUSINESS ETHICS:

Can you think of a situation where you found yourself straying from the truth and how did you avoid straying?

What have you done to enhance your knowledge and understanding about fairness, equality, respect, integrity and honesty?

[employee comments]
TECHNOLOGY SAVVY:

Are you making any efforts to learn how to keep mobile devices and computers free from unauthorized access?

How often do you encourage colleagues to use computers to execute repetitive, multiple, and complex tasks more efficiently?

[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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