Use this step by step explanation to craft a good employee performance feedback review for a cytology laboratory manager. Find the right words with quality phrases.
A Cytology Laboratory Manager has the primary task of performing complex medical laboratory tests for diagnosis, treatment, and prevention of diseases. Additionally, he or she will provide technical management for all cytology laboratories while at the same time ensuring high-quality technical performance within the laboratory.
Other duties and responsibilities that he or she will be assigned include; coordinate all training for current and new employees within the department, review all procedures and policies for the department, evaluate new laboratory cytological procedures, attend to meetings and conferences, ensure all cytology procedures are done within the confines of the stipulated rules and regulations and manage the budget and inventory of the cytology lab.
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 Makes sure that every group member has a chance to contribute ideas and that discussion is not dominated by one or two people | 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. | Sets a date for a review period where one can examine a decision and improve upon it Generates a number of options in order to dig deeper into the situation at hand and look at it from different angles | 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. | Anticipates problems that may arise and quickly develops an effective backup plan Involves experts who have experience with implementation and operations and ensures that the strategic plan is analyzed critically by them | 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 motivates the subordinates to exert more necessary effort to attain the set goals Makes a maximum use of the personnel and equipment provided | 3 |
| EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched. | Holds off all communication; never replies to conversations or makes decisions while angry Focuses on making the company and work stronger instead of being stressed when things go out of hand | 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. | Constantly shares best practices and industry trends that help a company create outsized incomes Takes initiative to complete tasks and does not need to be reminded what is next on the agenda | 2 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Takes note of a person's reaction the moment they are given a piece of news in order to understand their true thoughts and feelings Asks for tangible evidence and details of results on what a person has been working on | 2 |
| GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time. | Shares high-level objectives with team members in order to ensure that each individual is in alignment with the company's vision and mission Looks for people who have already accomplished similar goals, learns what they have done, and follows their steps towards accomplishing own goals | 2 |
| MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked. | Asks own bosses for regular performance feedback or suggestions for improving own efficiency and productivity Works closely with other employees to encourage them to maintain high-quality standards in their work | 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 Increases links to networks of individuals and groups from different cultural backgrounds | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| FACILITATION: Is there a time when your group did not meet a project deadline? If yes, why? What did you do? How do you encourage group members to stay motivated when there is work pressure? | [employee comments] |
| DECISION MAKING: Describe a time when you have had to be relatively quick in coming to a decision. What was the outcome? How do you involve your bosses and other employees when making an important decision? | [employee comments] |
| STRATEGIC PLANNING: If you were assigned a new project, what are the steps you would take to get the project moving and on track? What goals have you set for your career? What is your plan to achieve them? | [employee comments] |
| SUPERVISORY SKILLS: Do you develop an action-oriented plan to improve competence and impact in the workplace? Are you good at decision making and dealing with confrontation? | [employee comments] |
| EMOTION MANAGEMENT: Can you give an example of a situation where there was tension in the workplace, but you were able to maintain composure? Are there times you have suggested a creative solution to colleagues suffering from emotional distress? | [employee comments] |
| COMMITMENT TO THE JOB: Are there times you have come in early or stayed late in order to meet a deadline? What has been your major work-related setback? What happened and how did you manage to keep moving forward? | [employee comments] |
| MONITORING OTHERS: What techniques have you used to monitor employees? Describe how monitoring others have helped improve your company's productivity What have you done to help employees who are struggling to set goals or who seem unwilling to finish a project? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: What is one of the major goals that you have set for yourself recently? How are you planning to achieve it? What do you look for in team members when setting goals for the team? How do you keep track of your team goals? | [employee comments] |
| MANAGING DETAILS: How would you deal with a team member who is super detail oriented, that he/she always slows the team down? How do you organize your tasks to know which one comes first and what follows next? What tools, if any, have you used? | [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] |
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: |