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

A Senior Cytogenetics Laboratory Director oversees the overall activities at the cytogenetics laboratory that include testing and analysis of chromosomes to detect abnormalities. He/she collaborates closely with the laboratory employees to make sure reliable and accurate results are made available and on time.

Other responsibilities include ensuring accurate and timely reporting of results, reviewing patient results and ensuring they are of the highest quality and accuracy, making sure that the laboratory maintains quality in its activities, provide technical expertise in supporting new initiatives related to the cytogenetic testing, find and support innovative ways to provide the quality service to clients and ensure that the physical facilities are secure and well maintained to perform effectively.

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

NEGOTIATION SKILLS: Negotiation Skills are a deliberative process by which people settle their differences through an acceptable agreement to both parties to co-exist without argument and dispute in the workplace.

Exudes a great wealth of knowledge and present concrete facts while negotiating.

Acts soberly when a difficult situation arises during the negotiation process.

2

FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large.

Suggests an energizer activity, such as watching a related YouTube clip or playing a game, when one has a long meeting

Makes sure that every group member has a chance to contribute ideas and that discussion is not dominated by one or two people

2

MANAGING REMOTE TEAMS: Managing Remote Teams is working under no physical supervision from your manager or supervisor while staying on task and communication to report on the daily progress.

Remains concise but clear when giving instructions in order to leave less room for assumptions, misinterpretations, or other disastrous missteps

Puts essential information out in the open and avoids discussions in private channels in order to keep the whole team in the loop

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.

Clearly states next steps after every strategic planning session and makes sure everyone understands who is responsible for what

Reviews the strategic plan for performance achievement as often as possible and holds people accountable for unapproved missed deadlines

3

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.

Holds workers liable for their results assuring each remains answerable

Gives consistent recognition to employees who do their best in meeting their goals

3

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.

Develops an environment of providing motivation and encouragement to all employees equally

Effectively communicates organizational policies and other critical information to subordinates

2

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.

Believes in the company's ultimate vision and is willing to push through brief rough patches in order to achieve goals

Has speedy and effective resolution of customers' issues and complaints and often tracks customers' satisfaction

3

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

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.

Observes expectations, values, and standards regarding honesty, fairness, and integrity

Frequently uses honest data, figures, and facts to support conclusions

2

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Encourages respectful engagement between individuals and groups with diverse cultures

Attends and promotes group meetings and events that include people from different cultures

2

Self Evaluation

Self Evaluation Question

Employee Comments

NEGOTIATION SKILLS:

Have you ever compromised to help reach an acceptable solution?

Describe your best and worst moments of any negotiation process you have been part of?

[employee comments]
FACILITATION:

What methods of communication have you used to pass information to group members?

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]
MANAGING REMOTE TEAMS:

What systems or applications do you use to monitor your team's work and to enable effective communication between remote employees?

How do you deal with a remote worker who constantly fails to deliver projects on time or delivers work, which is poorly done?

[employee comments]
STRATEGIC PLANNING:

How does your current position affect the overall goals of your company? What have you done to improve your ability to set the company's goals?

What goals have you set for your career? What is your plan to achieve them?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are you available to answer questions that need instant solutions?

Are you a fountain of energy and comfort to demoralized employees?

[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]
COMMITMENT TO THE JOB:

Are there times you have come in early or stayed late in order to meet a deadline?

Have you ever been in a situation where you had to lead a group of colleagues? How did you handle it?

[employee comments]
MONITORING OTHERS:

Is there a time when you felt your monitoring system is not giving you what you expected? What did you do?

What have you done to help employees who are struggling to set goals or who seem unwilling to finish a project?

[employee comments]
BUSINESS ETHICS:

What are some of the contributions you have made in making changes in policies to eliminate unfair elements?

What have you done to enhance your knowledge and understanding about fairness, equality, respect, integrity and honesty?

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to encourage tolerance among individuals and groups with different cultural practices?

What are you doing to encourage individuals and groups with a different cultural background to work with each other?

[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: