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

An Applied Biochemist is responsible for studying and analyzing complex chemical combinations and reactions involved in metabolism, reproduction, growth and heredity.

The major responsibilities of this post include creating new products to solve practical problems, developing synthetic hormones to be produced on a large scale, planning research projects to test theories, weighing chemicals, filtering liquids, distilling ingredients, growing culture of microorganisms, using exact scientific methods to quantify results, studying and analyzing the effects of chemicals on medical problems, carrying out varied research on scientific facts of living things, studying and analyzing formation of hormones and working to improve them, producing hormones in large scale.

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.

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

Does not share anything personal with an impossible person even when they seem normal or act like a friend

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.

Uses the evaluation feedback to motivate and encourage employees to better their skills

Does not compromise on the quality of the company's policies when evaluating the performance of each individual

2

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Helps others determine their personal goals and work on them seriously

Sets high challenging yet realistic goals that all employees can meet

2

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.

Display sound judgment when deciding on alternatives and choices for performance

Avoids personal confrontations in the workplace while looking for workable solutions

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

Immediately summarizes what one has heard and verifies the procedures and directions one has been given before starting a task

3

PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face.

Writes down one's goals in a place that one can see it regularly and is specific about the results one wants to achieve

Welcomes change and new ideas and continues looking for ways that one can incorporate these into one's life

2

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Always presents a competent, calm and professional image to customers and other company's employees

Presents oneself as a polished employee who exemplifies credibility and success and inspires other employees to be more professional

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.

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

Considers fairness and equality when implementing new activities and programs

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.

Shows up on time for meetings, makes efforts to avoid missing meetings and prepares for meetings on time

Makes efforts to build and nurture relationship and makes efforts to meet others

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.

Shows interest to learn more about keeping computers and mobile devices free from unauthorized access

Seeks assistance when faced with challenges in installing, using, and troubleshooting computer software

2

Self Evaluation

Self Evaluation Question

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?

How would you deal with a team member in your group who constantly talks more than all the others? Is there a time when this ha happened at work?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

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

Do you concentrate so much on the negative and forget the positives?

[employee comments]
DEVELOPING OTHERS:

Are you a fast learner and can you impart what you learn fast enough?

Do you delight in developing others? capability and making them better?

[employee comments]
ORIENTATION TO WORK:

Are you able to plan on each day's goals and meet targets set by the company?

Do you learn valuable lessons from your past mistakes and correct them?

[employee comments]
FOLLOWING DIRECTIONS:

How do you make sure that you remember all the instructions you have received to perform a certain task?

Describe a situation when you felt that instructions to a certain task or project were not communicated well. What did you do?

[employee comments]
PERSISTENCE:

Can you describe a time when you were given a project that had an impossible deadline? How did you manage to complete the project in time?

What have you done in the past to become successful in achieving your goals?

[employee comments]
PERSONAL ACCOUNTABILITY:

Can you describe a day when your supervisor was absent, and you had to make tough decisions? What are some of the decisions you made?

Describe a time when you had to admit to your supervisor that you had made a mistake. What happened?

[employee comments]
BUSINESS ETHICS:

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

Were there any times where you got awarded for displaying consistent honesty and integrity?

[employee comments]
BUSINESS ETIQUETTE:

Are you making any efforts to build and nurture relationships and do you create time to meet people?

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

[employee comments]
TECHNOLOGY SAVVY:

Can you describe a situation where you successfully utilized the power of computers to process tasks more efficiently and accurately?

Are there any times you had to seek for assistance on issues related to operating modern electronic devices?

[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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