Use this step by step explanation to craft a good employee performance feedback review for a cytology manager. Find the right words with quality phrases.

A cytology manager is responsible for overseeing the day to day operating activities in regards to all cytological procedures. He or she will strive to keep all channels of communication with the pathologists in charge. He or she will also manage all employees under the cytology department and undertake performance evaluation for them.

Besides that, he or she will get to perform the following essentials responsibilities; develop and maintain departmental policies and procedures up to date, evaluate and implement all budgetary processes, attend managerial meetings, ensure proper compliance with all policies and regulations, monitor all test reporting and supervise all cytological tests and evaluation procedures.

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

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

Asks open-ended questions and gives group members time to elaborate Yes or No answers

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

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.

Focuses primarily on own strengths in order to complete tasks or projects and feel more successful on the job

Makes realistic lists for the day in order to increase motivation to accomplish goals and gain momentum from crossing things off the list once they are complete

2

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Fosters an inclusive workforce where employees' differences and diversity are valued and leveraged to achieve the mission and vision of the company

Oversees contracting and procurement to achieve desired results and uses cost-benefit thinking to monitor expenditures and set priorities

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

Prevents over-staffing in one department by dividing equal number of employees in each sector

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.

Always apologizes for any emotional outburst immediately to the person or people involved

Talks to a trusted colleague at work or gets counseling when faced with a difficult situation

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.

Comes in early and stays late in order to complete a project or task on time

Anticipates company's needs and possible problems, and comes up with suggestions to address those needs

2

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Acts normally even when one's mind makes careful and calculated assessments to avoid being perceived as annoying or intrusive

Takes note of a person's clothing in order to know their culture, image, or style

3

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

Visualizes own goals as already accomplished in order to improve performance, feel motivated and to actually accomplish them

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.

Does not let other employees waste own time with gossip; sets boundaries at work in order to complete the assigned work correctly and on time

Applies discipline to work activities or assigned tasks and actively looks for ways to enhance the quality of the products and services

2

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

Makes efforts to redesign programs to ensure they better fit with different cultural practices and beliefs

Shows willingness to participate in professional development courses and forums that enhance intercultural competency

2

Self Evaluation

Self Evaluation Question

Employee Comments

FACILITATION:

Describe the technique you have used to assign roles to group members. How have you found the technique effective?

Who is in charge when you are away? How do you make sure that the person understands what you expect of him/her?

[employee comments]
MOTIVATING OTHERS:

What is one of the lowest points you have had at work? What did you do to remain motivated and accomplish your goals?

Is there a time when you have not accomplished a task due to lack of motivation? What led to your lack of motivation? How did you fix it?

[employee comments]
MANAGING AT TEAM:

Think about a time when you were given a management role. How did people respond to your management efforts?

What are the two most important values that you demonstrate as a manager? Describe a time when you have demonstrated these values in the workplace

[employee comments]
SUPERVISORY SKILLS:

Have you discovered your strengths and identified areas that need improvement?

Are you reliable to give a competent report on each employee's abilities?

[employee comments]
EMOTION MANAGEMENT:

What is the most stressful situation you have ever found yourself in at work and how did you handle it?

Are there times you have suggested a creative solution to colleagues suffering from emotional distress?

[employee comments]
COMMITMENT TO THE JOB:

Are there instances in which you anticipated problems, and you were able to suggest solutions and influence a new direction?

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

Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why?

[employee comments]
GOAL AND OBJECTIVE SETTING:

How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals?

What new skills have you learned to improve your ability to set realistic goals? How has this helped you achieve your goals effectively?

[employee comments]
MANAGING DETAILS:

Describe a project that demanded accuracy from you. How did you go about it and what are some of the challenges you faced?

What are some of the things you have done or skills you have acquired to improve your ability to manage details at work?

[employee comments]
INTERCULTURAL COMPETENCE:

Are you actively involved in celebrations and events that feature people with different cultures?

How often do you encourage others to appreciate and experience different ways of doing and seeing things?

[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:

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