Use this step by step explanation to craft a good employee performance feedback review for a cytogenetics technical specialist. Find the right words with quality phrases.
A Cytogenetics Technical Specialist is tasked with the primary role of undertaking examination of the cells chromosomal makeup to determine genetic defects that cause diseases using a process known as Karyotyping. He or she will cultivate and prepare biological specimens before examining them after which they analyze and report their findings.
Tasks that he or she will also get to handle include; operating and handling all lab equipment, perform various cytogenetic tests, document and present findings when required, supervise other lab personnel, prepare slides for culturing, develop training programs for lab personnel, perform computer image analysis, undertake research report writing, harvest prepare and stain slides before microscopic analysis, and performing other assigned duties.
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 |
|---|---|---|
| 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. | Puts views and opinions in a non-confrontational manner and keeps cool when things get out of hand. Shows willingness to compromise when the deal seems not to be going through for the interest of parties involved. | 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. | Introduces a follow-up question such as "How does that change the way you feel about...?" if a discussion does not start immediately Deals with disagreements by finding common ground and handles situations that could lead to potential arguments assertively | 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. | Great at delegating key responsibilities to the team members on a regular rotational basis Shows respect to each team member in the company without favoritism | 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. | Provides sufficient information on guidance and feedback to the workers Splits and schedules work into manageable activities for each employee to carry out | 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. | Observes punctuality at all times and is always at the right place at the right time Takes pride in one's work and strives to deliver the best possible results | 3 |
| USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it. | Tries new things in order to give oneself an opportunity to learn, make mistakes and experience from them Takes the time to read and gather information that will help one to form reasonable opinions and make valid decisions | 2 |
| QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with. | Delegates tasks to employees based on their strengths, weaknesses, and other behavioral styles that could affect the quality of work produced Constantly tracks a project in its early stages to identify and fix errors that could affect the overall quality of the project | 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 Corrects past unfair behaviors as advised and never repeats them in future | 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 Attends and promotes group meetings and events that include people from different cultures | 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. | Demonstrates willingness to learn how to work more efficiently any time from different sites and on different devices Encourages use of computers to execute repetitive, multiple, and complex tasks efficiently | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| NEGOTIATION SKILLS: Give an instance that you managed to negotiate on something. What was the result? Have the results of any negotiation process gone against your expectations? | [employee comments] |
| FACILITATION: Describe the technique you have used to assign roles to group members. How have you found the technique effective? Can you describe a project that required major input from other employees? Who did you choose to work with you and why? | [employee comments] |
| PARTICIPATIVE MANAGEMENT: Do you make decisions with the employees in mind or do you just consider your own needs? Do you give a warning for mistakes done for the first time or do you call for corporal punishment to the employees? | [employee comments] |
| SUPERVISORY SKILLS: Do you measure your performance as you gauge the performance of the employees? Do you favor some of the workers in your supervisory duties? | [employee comments] |
| COMMITMENT TO THE JOB: What are some of the things that get you dedicated and devoted to your work? Have you ever been overloaded with work? How do you manage your work so that it gets done on time? | [employee comments] |
| USING COMMON SENSE: How have you used common sense at work to meet your goals? Give a specific example when this happened How do you avoid making the most common mistakes at work like being late or missing deadlines? | [employee comments] |
| QUALITY OF WORK: What are some of the programs you have initiated, if any, to train new employees on the company values and standards? Speed is important to complete work when one is under pressure. How do you make sure to work fast and maintain accuracy at the same time when working on a tight deadline? | [employee comments] |
| BUSINESS ETHICS: What are some of the contributions you have made in making changes in policies to eliminate unfair elements? Were there any times where you got awarded for displaying consistent honesty and integrity? | [employee comments] |
| INTERCULTURAL COMPETENCE: What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs? How often do you encourage others to appreciate and experience different ways of doing and seeing things? | [employee comments] |
| TECHNOLOGY SAVVY: How often do you seek for assistance when faced with challenges related to installing, using, and troubleshooting computer software? 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: |