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

A Wildlife Biologist is accountable for studying the lives and behavior of animals as well as studying the genetics origins and life processes of animals.

The essential functions for this post include developing alternative solutions for the restoration of injured or lost trust resources and habitat, developing and sharing information pertinent to the protection or restoration of trust resources, implementing quality assurance plans to ensure the data collected and products prepared to meet all standards and regulations, providing habitat services to private landowners and land managers to increase the quantity and quality of wildlife habitat, planning and developing finding proposals, coordinating and implementing cooperative habitat projects to optimize carrying capacity for wildlife, evaluating wildlife habitat, collecting data and recommend management or project to improve terrestrial or the wildlife habitat.

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

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Maintains a neat job performance record; does quality work, shows up on time and keeps a good attendance history

Offers junior and new employees guidance and encouragement and teaches them how to handle different tasks and set goals

2

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.

Thinks about what one is going to say before one says it and what the goal for the conversation is

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

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

Always has objectives, timelines, a budget and the right people to develop an effective strategic plan

2

APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them.

Takes performance appraisal and evaluation seriously and makes improvement on them

Assumes responsibility for the performance evaluation without being asked to

2

APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well.

Readily adheres to the company's dress and grooming policy and regulations

?Walks the Talk? actions are always consistent with the words

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.

Attends regular networking events in the community in order to develop real, authentic connections with other business professionals

Knows how to empathize and sympathize with co-workers in order to build harmony and avoid conflicts in the workplace

2

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

Asks questions when slightly unsure of what one is being asked to do in order to find out all the needed details to move forward

Does what one can to help around the office without being specifically ordered to do so

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.

Reflects and writes down specific benefits and reasons for accomplishing a certain goal in order to make the goal more realistic

Makes goals for oneself without being concerned about what others want in order to make them personally meaningful

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

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.

Makes effort to gain more knowledge on how to operate modern electronic devices

Encourages use of computers to execute repetitive, multiple, and complex tasks efficiently

2

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF JOB:

Can you describe two instances when you have demonstrated knowledge of job at work?

Think of a time when you were assigned a very sensitive task. How did you gather all the required information to perform the task?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Is there a time when you have had to deal with a difficult person at work? What was the problem? How did you go about it?

What are some of the techniques you have used or things you have done to improve your ability to handle difficult people?

[employee comments]
STRATEGIC PLANNING:

What are your long-term and short-term goals? What have you done to achieve them effectively?

Can you describe the techniques or methods that you have used to develop a strategic plan for your company or department?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

How do you balance quality and quantity in terms of the performance?

Are you able to schedule your work to match the company's calendar?

[employee comments]
APPEARANCE AND GROOMING:

Are you introducing a good or bad example to other employees who are watching you?

Have you taken into consideration the feedback you have received from your peers and staff?

[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?

Are there situations where you made periodic mistakes while trying to learn something new?

[employee comments]
FOLLOWING DIRECTIONS:

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

Is there a time when you have had to speak up in order to be sure that the instructor knew what you thought or felt about the instructions?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you have faced challenges setting goals? What were the challenges and how did you overcome them?

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

[employee comments]
BUSINESS ETHICS:

How do you avoid temptations to use dishonest data, figures, and facts to support conclusions?

Have you ever participated in forums that discuss the role and importance of integrity and honesty?

[employee comments]
TECHNOLOGY SAVVY:

Have you ever utilized the power of modern computing power to assist you in making better decisions?

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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