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

A Computational Biologist is responsible for creating mathematical equations which compute trends in the daily office work. This post can also work as a computer and information research scientist or biological science professors.

Essential functions of this position include carrying extensive investigation and rigorous computer programming, devising computer modeling simulations and analyzing large amounts of information and data, designing models and predictions for a molecular biological system, consulting with researchers to analyze problems, recommending computer based solutions, determining computational strategies, developing data and databases, communicating research results through scientific publications or project reports, developing new software application or customize existing applications to meet specific scientific project needs.

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 COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Proposes different ways to do things and understands the value of other ideas and ways of doing things

Understands the general environment in which the company operates and respects its Code of Conduct, values, and networks

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.

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

Learns the person's strategy and develops counter strategies ahead of time, when one cannot avoid the situation

2

SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life.

Maximizes the value of recognition and rewards as a way to retain most employees

Effectively communicates organizational policies and other critical information to subordinates

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.

Represents the company well at all the off-site meetings attended

Engages in mature talk that welcomes feedback from peers and staff

3

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

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Helps other employees in their tasks or projects in order to improve own professional skills and create a more connected working relationship

Introduces oneself to colleagues at social work events such as retreats, holiday parties, and conferences in order to know them better

2

SELF-DISCIPLINE AND SENSE OF DUTY: Self-Discipline and Sense of Duty is an active effort which helps in developing set ways for your thoughts, actions, and habits empowering your to stick to your decisions.

Uses momentary distractions to replace the behavior one wants to control actively

Limits time spent on unproductive activities that keep one from completing own projects or accomplishing goals

3

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.

Ascertains that other people are treated fairly and takes action to counsel those who take part in unfair behaviors

Corrects past unfair behaviors as advised and never repeats them in future

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

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

2

COMPUTER SKILLS: Computer Skills are the necessary computer working skills that each employee need to have while seeking to get admitted into the professional world.

Shows willingness to learn how to use different versions and types of computer operating systems

Understands how to troubleshoot basic computer hardware problems and is familiar with basic hardware components

2

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF COMPANY PROCESSES:

How do you manage a project plan, set timelines and milestones, and involve team members in order to deliver on time?

In your opinion, what are some of the common procedures that should be eliminated in your company? Explain why.

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Can you describe a time when you have had a conflict at work? How did you solve it? What could you have done to avoid it?

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

[employee comments]
SUPERVISORY SKILLS:

Have you discovered your strengths and identified areas that need improvement?

Are you good at decision making and dealing with confrontation?

[employee comments]
APPEARANCE AND GROOMING:

What are your personal motives behind your dressing and grooming?

Are you able to tell others to present themselves professionally without feeling guilty of doing the opposite?

[employee comments]
FOLLOWING DIRECTIONS:

Which is one time you have made mistakes due to not following directions? Were the mistakes fixed? How did you do it?

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]
PERSONAL RELATIONSHIPS:

How do you establish rapport with other employees? What are some of the things that you have done to gain their confidence?

Describe a time when a colleague asked you to keep something confidential. How did you go about building this trust?

[employee comments]
SELF-DISCIPLINE AND SENSE OF DUTY:

What are some of the things that you have done to help nourish your self-discipline? How has this helped you in developing a sense of duty?

How do you schedule your tasks and activities for the day in order to remain focused and motivated to accomplish them?

[employee comments]
BUSINESS ETHICS:

What are some of the things you have done to assist others in understanding the importance of honesty and integrity?

Have you ever found yourself in a situation where you had to question someone's integrity?

[employee comments]
TECHNOLOGY SAVVY:

How often do you seek for assistance when faced with challenges related to installing, using, and troubleshooting computer software?

What are you doing to increase your capacity to operate modern electronic devices?

[employee comments]
COMPUTER SKILLS:

How often do you seek for assistance when faced with a challenge when using a computer service?

How often do you backup computer data and which data backup techniques do you use?

[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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