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

A clinical data management manager is tasked with creating and enforcing clinical policies for effective data management in a clinical trial. He/she is also tasked with formulating management techniques for quality data collection of clinical processes ensuring that it is accurate and legitimate. He/she also manages the development of data collection tools by following the protocols of the clinical trial.

Other tasks that he/she can be assigned include; establishing rules and procedures for data sharing with clinical personnel and other stakeholders, making sure that the data collected is complete and consistent, assist with writing reports and data extraction when needed, monitor and analyze clinical information and data systems ensuring that each process is done correctly, troubleshooting data related problems, and offer support to other clinical personnel on the usage of clinical data systems.

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

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Tries to determine the real situation before making a decision on a certain situation

Generates a number of options in order to dig deeper into the situation at hand and look at it from different angles

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

Identifies both the internal and external politics that impact the company processes and acts accordingly

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.

Gives each employee sufficient time to accomplish the specific objectives assigned to him/her

Pays attention to the human resources required for the plan to succeed

2

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Highly responsible with the staff always informed what is happening in their professional and personal life

Envisions the action plans and brings all the staff on board

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 give appreciation for contributions and significant achievements by the employees

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.

Gives constant encouragement and constructive suggestions to subordinates assisting them in their work

Stimulates productive discussion sessions with the workforce for a decisive action plan

2

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.

Resists the urge to shoot off an email or text to a colleague when angry. Instead, saves it as draft and sends it after cooling off

Focuses on working towards happiness and betterment rather than just "getting by" each day

2

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

Explains the thought process that led to one's policies in order to reduce people's mistrust caused by monitoring their activities

Keeps employees accountable by regularly having conversations about how their goals are progressing

2

PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face.

Listens carefully and learns from the advice given by colleagues, customers, and competitors on how to improve one's approach towards a certain goal

Works with people who have positive mental attitude and avoids listening to cynical advice and pessimistic colleagues

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 appreciate and learn more about people with different cultural beliefs

2

Self Evaluation

Self Evaluation Question

Employee Comments

DECISION MAKING:

Can you explain a difficult decision you have made regarding a project or task at work? What are some of the factors that influenced your decision-making process?

What is one of the most difficult decisions you have made in the last six months? What made it difficult and how did you go about it?

[employee comments]
MANAGING AT TEAM:

Is there a time when you have decided to reorganize a department that you lead? How did you proceed with the process?

Is there a time when you have been a mentor to another aspiring manager? How did you go about creating that relationship?

[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?

Describe a time when you have cooperated in the planning of a project. What was your role?

[employee comments]
MANAGEMENT SKILLS:

How would the employees rate your leadership style, strengths, and weaknesses?

Do you support the employees and the projects they are undertaking to ensure they reach their goals?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are you available to answer questions that need instant solutions?

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]
EMOTION MANAGEMENT:

What strategies have you taken in the past to prevent a situation from becoming too stressful for you to handle?

How do you ensure you have a comfortable and relaxing work space that feels more at home?

[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?

How do you make sure that monitoring does not kill employees morale or make them nervous?

[employee comments]
PERSISTENCE:

How do you show persistence in the workplace? Describe a situation that has forced you to remain persistent at work

What have you done in the past to become successful in achieving your goals?

[employee comments]
INTERCULTURAL COMPETENCE:

Can you think of a time where you disrespected someone from a different culture? How did you correct the mistake?

How often do you encourage others to show respect to people with diverse cultural backgrounds?

[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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