Use this step by step explanation to craft a good employee performance feedback review for a lead cytogenetic technologist. Find the right words with quality phrases.
A Lead Cytogenetic Technologist prepares and analyzes biological specimens in the laboratory to detect if there are any anomalies and assist in diagnosis or treatment well as determining the protocols for medical procedures. He/she may also be involved in supervising, managing, and coordinating other employees.
Other duties include overseeing technical laboratory personnel; using computer-imaging systems to create patient's digital images; count chromosome's number and identify their abnormalities by viewing culture slides using microscopes; prepare and maintain the medical records of the facility; use karyotype charts to arrange chromosomes in pairs and identify anomalies and reports their findings for use by medical agencies, doctors, and private parties.
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 |
|---|---|---|
| FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large. | Thanks group members for their active contribution and makes sure to start a Thank You comment with a positive reinforcement Creates an evaluation process; asks group members to take questionnaires or discuss changes and issues | 2 |
| MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups. | Keeps motivators close; tells other employees what one wants to accomplish so that they can hold one accountable Respects other employees' opinions and contribution to the company in order to allow relationships to develop smoothly | 2 |
| PERFORMANCE MANAGEMENT: Performance Management is a method by which supervisors and employees work together to plan, monitor and review the employee's work objectives and overall contributions to the organization. | Allows employees to participate in strategy creation and process improvement in order to make them feel important and improve overall engagement Regularly listens to customers' demands and checks back with the customers to make sure that the company measures meet their desires | 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. | Effectively coaches assistants in group or individually towards high achievement Effectively communicates organizational policies and other critical information to subordinates | 2 |
| SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace. | Maintains momentum, focus, and effectiveness, despite provocations, challenges, and emotionally charged situations Assesses oneself accurately and understands that one's emotional response to situations influences how one acts and how one is perceived | 3 |
| COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization. | Comes in early and stays late in order to complete a project or task on time Takes initiative to complete tasks and does not need to be reminded what is next on the agenda | 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. | Examines the situations that might be leading to failure and works towards improving these situations Learns what doesn't work and what isn't worth persisting with and tries new ways to achieve one's goals | 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. | Minimizes stress by getting enough sleep and practicing self-care activities in order to improve one's own overall health and increase productivity Makes a personal commitment to develop and bullet-proof own personal ethical code of conduct | 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 Avoids straying from the truth and gives credit where due | 2 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Takes part in changing practices and policies to enhance respectful engagement and inclusion of people with different cultural backgrounds Shows willingness to appreciate and learn more about people with different cultural beliefs | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| FACILITATION: Is there a time when you have had to deal with a group member who does not attend group meetings? How did you go about it? Is there a time when you assigned different tasks to group members, but the work was not done as you expected? What do you think was the problem? How did you fix it? | [employee comments] |
| MOTIVATING OTHERS: What are some of the projects or tasks you have tackled without being asked or supervised? How did you push through difficulties? What qualities do you prefer in a supervisor? Can you describe a time when you worked with someone like this? | [employee comments] |
| PERFORMANCE MANAGEMENT: Which are your two most important core values that drive you when managing your employees' performance? Can you describe an occasion when you have encountered problems when managing performance? How did you overcome these problems? | [employee comments] |
| SUPERVISORY SKILLS: Do you understand your core roles and responsibilities as a supervisor? Are you reliable to give a competent report on each employee's abilities? | [employee comments] |
| SELF AWARENESS: Describe times when you have been in a good mood at work. What impact did that have on your performance and colleagues? Are there times when you have reacted to someone or something in the workplace in a way you did not intend to? How did you fix that? | [employee comments] |
| COMMITMENT TO THE JOB: Can you give an example of a time when you had to go above and beyond the call of duty to have a task accomplished? Can you describe a situation where you had to be very persistent or dedicated in order to achieve goals? | [employee comments] |
| PERSISTENCE: How do you motivate your team members to remain persistent? Can you give an example of a time when this was practical? What have you done to develop the inner energy that keeps you going when facing tough situations at work? | [employee comments] |
| SELF-DISCIPLINE AND SENSE OF DUTY: How do you know when your behavior is about to get out of track and how do you regulate it? Describe a time when this happened What would your boss or team members say about your behavior at work? | [employee comments] |
| BUSINESS ETHICS: What are your views on fairness, equality, respect, integrity and honesty? Were there any times where you got awarded for displaying consistent honesty and integrity? | [employee comments] |
| INTERCULTURAL COMPETENCE: Can you think of a time where you disrespected someone from a different culture? How did you correct the mistake? What are you doing to encourage individuals and groups with a different cultural background to work with each other? | [employee comments] |
Summary |
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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: |