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

A Lead Cytotechnologist oversees the daily operations of a particular section of the lab. He/she performs and interprets the tests and ensures that the prepared stains and slides are promptly delivered while making sure that the established procedures and policies are followed.

Other associated duties include preparing cytology materials; screening the slides to make final diagnostic assessment; making sure that the test results are acceptable, accurate, and confidential; making sure that the workflow is organized efficiently; ensuring that the required documents are maintained and in a prompt manner; ensuring the quality of the laboratory service is as per the set guidelines as well as ensuring that the regulatory standards are implemented in the laboratory.

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.

Shows willingness to compromise when the deal seems not to be going through for the interest of parties involved.

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.

Analyzes the problem by researching and requesting evidence from people who have identified the problem or worked on it

Asks a variety of people with various backgrounds for responses in order to evaluate how majority of other people view the decision

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.

Always demonstrates an extraordinary amount of dedication and sensitivity to the needs of others

Great communication skills with clear indications of what is expected from each team member

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.

Monitors processes by frequently meeting with each worker to show concern about their performance

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

3

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 the ability to make good decisions and exercise sound judgment during difficult or stressful situations

Identifies and appreciates the strengths of others and leverages their skills in order to manage uncertain situations

2

CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues.

Uses vivid diagrams, analogies, and other simple means of data presentation in order to help other colleagues understand complex new ideas

Understands the impact of changing customers' needs to the future of the company

2

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.

Creates a list of everything that needs to be accomplished so that one does not lose track of own goals

Trains oneself to do what one knows to be right even when one does not feel like doing it

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

Sends out surveys and asks clients for feedback in order to identify the clients' needs and work towards providing these needs

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 individuals and groups with different cultural background to work with each other

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

2

COMPUTER SKILLS: Computer Skills are the necessary computer working skills that each employee need to have while seeking to get admitted into the professional world.

Demonstrates willingness to learn how to install, use, and troubleshoot computer software

Understands the importance of being familiar with computer security issues

2

Self Evaluation

Self Evaluation Question

Employee Comments

NEGOTIATION SKILLS:

Have you ever been involved in any negotiation process? What did you learn from it?

Explain an instance that you hit a dead-end in a negotiation process. What did you do to reach a conclusion?

[employee comments]
DECISION MAKING:

Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened?

What techniques have you used at work to ensure that decisions you make are correct and effective?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Do you make decisions with the employees in mind or do you just consider your own needs?

Do you reward employees who are working hard reaching their goals all the time

[employee comments]
SUPERVISORY SKILLS:

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

Do you have a laid out plan on how to ensure you reach each employee individually?

[employee comments]
SELF AWARENESS:

Are there times when you have been able to avoid negative situations at work? What did you do?

Is there a time when you received feedback about your work, and you had to disagree? What happened?

[employee comments]
CONCEPTUAL THINKING:

Describe the most complex task you have ever accomplished. What information did you use when handling this task?

Is there a time when you had to analyze information and make a recommendation? How did you go about that?

[employee comments]
SELF-DISCIPLINE AND SENSE OF DUTY:

Is there a time when you were not pleased with the outcome of your goals? If yes, how did you go about it?

Describe a time when you have been able to juggle multiple important projects due to your ability to remain self-disciplined. What challenges did you face and how did you overcome them?

[employee comments]
QUALITY OF WORK:

Describe the most challenging task you have handled. What made it challenging and what was the quality of work produced?

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]
INTERCULTURAL COMPETENCE:

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

What efforts are you making to enhance your knowledge about different cultures?

[employee comments]
COMPUTER SKILLS:

What are you doing to improve your knowledge in installing, using, and troubleshooting computer software

Have you ever tried to use computer aided design techniques and failed? What did you do to succeed?

[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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