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

A Biostatistics Director is liable for providing strategic biostatistical input to both the external and internal clients in drug, biologic or device extension areas with an importance on clinical trial design, interim decision making and interpretation using novel and advanced statistical methods.

Responsibilities for this role include supporting the development of efficient CDPs for the external clients through combining innovative statistical methods to meet the goals and objectives of their development program, contributing to the biostatistical component of Due Diligence assessments of compounds for small or moderate value opportunities for which investment is considered, providing strategic biostatistical support on individual studies in cases where the investment has already been made, maintaining a knowledge and awareness of developments in biostatistics, clinical trials methodology and regulatory requirements that impact on design or investigations for multiple therapeutic areas.

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

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Steps back after giving the advice in order to allow others to make their own decisions or discuss important issues

Does not judge people when they make mistakes; sympathizes with them and lets them know that one understands that the mistakes they made were only human

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.

Considers the potential impact of the company's objectives on both revenues and expenses in order to prioritize and reflect them in future budgets

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

2

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Attracts others by his ability to work well with any team

Never concerned about personal gain but always works with the group success in mind

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.

Shows great confidence in the ability to execute daily tasks

Always willing to help where major decision making may be required

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

Tailors a sales pitch to meet unique needs of a certain client

2

ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong.

Allows oneself to make mistakes, asks for help and accepts criticism and compliments positively

Always clear and direct to the point when answering a question; never leaves a questioner with a half-baked answer

2

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

Expresses one's disagreement in a polite manner; calmly explains one's side of things with facts, and does not only rely on feelings

Maintains eye contact when receiving instructions in order to show the instructor one is interested

2

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Creates and defines one's policies and what happens in the event that they are not followed

Asks for tangible evidence and details of results on what a person has been working on

2

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

Keeps one's thoughts focused on taking action towards own goals and avoids negative thoughts that ruin one's concentration

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 challenges in installing, using, and troubleshooting computer software

2

Self Evaluation

Self Evaluation Question

Employee Comments

INSPIRING OTHERS:

What are some of the things you have done in the past to improve your ability to inspire others at work?

How do you reward employees whose work exceeds your expectations? Give an example of when this has happened

[employee comments]
STRATEGIC PLANNING:

What are the steps and methods you have used to define a vision for your position or department?

What tips would you offer anyone who is taking a role that involves strategic planning and accountability for decisions?

[employee comments]
TEAM BUILDING:

Should you take a more active role and contribute more to your future teamwork?

What is the one particular lesson the team learned from you that they did not have before?

[employee comments]
DEVELOPING OTHERS:

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

Does the management count on you to deliver profitability in the business?

[employee comments]
ADAPTABILITY:

Do you prefer an environment with a structured routine or one with new experiences?

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

[employee comments]
ASSERTIVENESS:

Have you ever used verbal communication to get a point across that was important to you?

How often do you encourage your colleagues to get into groups in order to make decisions that should be made jointly?

[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?

Can you describe a time when you received complex instructions? How did you make sure you understood each and every detail?

[employee comments]
MONITORING OTHERS:

How do you make sure the other person doesn't know you are observing them?

Is there a time when you have had changes in monitoring policy? What have you done to make sure that employees are aware of changes in the monitoring policy?

[employee comments]
PERSISTENCE:

How do you show persistence in the workplace? Describe a situation that has forced you to remain persistent at work

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

[employee comments]
TECHNOLOGY SAVVY:

What efforts are you making to improve your capacity to work anytime from anywhere and on any device?

What efforts are you making to learn how to troubleshoot 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:

Related Articles