Use this step by step explanation to craft a good employee performance feedback review for a r & d formulation chemist. Find the right words with quality phrases.
An R & D formulation chemist is responsible for ensuring that proper combination of ingredients is adhered to all times during manufacturing of products. He/she is tasked to ensure that the right balance of the required ingredients is achieved in terms of quality, stability of the products and even the overall cost of the product.
Besides that, he or she is tasked with other responsibilities that include; conducting studies to determine long-term stability of products, develop prototype products, develop and manage trial experiments of the products and designing multivariate studies of various formulations of assorted products and to work alongside other professionals in the project.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
|---|---|---|
| TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system. | Exhibits good knowledge of the equipment interface and uses it well in troubleshooting. Tries to seek assistance on issues that are difficult to handle. | 2 |
| ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws. | Develops a checklist as a guide to make sure that all the procedures are met. Maintains detailed and accurate records at all times and does not entertain sloppy work. | 2 |
| DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one. | Allows employees to be critical about ideas and suggests solutions to expand an idea Supports other employees proposals, during a group's decision-making process, and tries to find ways to make them work | 2 |
| PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions. | Gives incentives programs that are very efficient and well organized Consistently encourages the employees to develop and grow their skills to become better | 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. | Maintains a work position which stimulates the growth of each individual Makes a maximum use of the personnel and equipment provided | 3 |
| COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition. | Concerned with how work scheduling is done to avoid overcrowding some employees High performance on group tasks given without waiting for someone else to handle them | 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 Is attentive to one's tasks and avoids making the bosses ask one to do something more than once | 3 |
| 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. | Creates a list of everything that needs to be accomplished so that one does not lose track of own goals Trains oneself to do what one knows to be right even when one does not feel like doing it | 2 |
| ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal. | Assigns specific time for each task one needs to complete in order to avoid spending too much time on a single task and meet deadlines Gets rid of non-essential items or stores them away in order to make own workspace more productive and functional | 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. | Pays attention to rules and regulations and does not require constant supervision Considers fairness and equality when implementing new activities and programs | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| TROUBLESHOOTING: How well do you consider the possible alternatives before solving a problem? What do you consider as your best and worst experience when it comes to troubleshooting? | [employee comments] |
| ACCURACY: Do you normally have a checklist or a guide before you start doing any given task? Describe an instance you made an error that led to significant problems and what did you learn afterward? | [employee comments] |
| DECISION MAKING: Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened? What are some of the things you are doing or have done to improve your decision-making skills? | [employee comments] |
| PARTICIPATIVE MANAGEMENT: Do you give enough directions to the employees or you leave them to figure things out? How well do you advise those who want to grow and expand their career? | [employee comments] |
| SUPERVISORY SKILLS: Do you measure your performance as you gauge the performance of the employees? Are you able to develop supervision skills in others through your own experience? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Can you be relied upon to lead the team without the management following up? Do you deserve a promotion gauging from the work you have done as a team? | [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] |
| SELF-DISCIPLINE AND SENSE OF DUTY: Describe a task that required you to remain self-disciplined from the start to the end. How did you manage it? How do you schedule your tasks and activities for the day in order to remain focused and motivated to accomplish them? | [employee comments] |
| ORGANIZATIONAL SKILLS: Give a specific example of a project you have done that perfectly describes your organizational skills. How did you go about it? Describe a time when you have missed an important commitment because you had not put it on schedule. What did you do? | [employee comments] |
| BUSINESS ETHICS: How do you avoid temptations to use dishonest data, figures, and facts to support conclusions? Have you ever found yourself in a situation where you had to question someone's integrity? | [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: |