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

A senior clinical project manager has the primary responsibility for overseeing the clinical trials projects ensuring that all deliverables are achieved within the stipulated timeline, budget, quality standards, and operational procedures. He/she is tasked with working closely with the clinical trial personnel to ensure that everything runs smooth and is in charge of clinical project managers.

In addition to that, he/she can be assigned the following roles; provide a regular update of all trials, check the information database to ensure accuracy, contribute to any ongoing scientific review of any clinical trial data or information, tracking and reporting on the progress of each clinical trial project being done and attending key clinical trials meetings with the principal stakeholders.

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

INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc.

Dresses in a very professional way for the interviews and is always neat.

Shows great enthusiasm and positivity when answering and asking questions.

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

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Understands well how to help others in times of need without asking for anything in return

Always willing to help his fellow workmates complete their projects on time

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.

Holds workers liable for their results assuring each remains answerable

Maintains a working area that stimulates the growth of individual employees

3

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Provides mentoring, coaching and stretching assignments that help colleagues and team members to develop to their full potential

Tries to come up with answers that truly explain one's own feelings and refrains with negative answers such as "I don't know"

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

Integrates complex and diverse data to create concepts that are entirely new but helpful to the company

2

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

Slows down in any situation and takes time to "smell the roses" in order to be more observant

Looks for patterns in a person's behavior in order to have a deeper understanding of the person

3

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.

Makes a clear statement of how one feels, without becoming angry, irritated or defensive, no matter the number of times one has to repeat oneself

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

2

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Understands how financial decisions affect the bottom line; knows about general accounting and financial principles that affect the project at hand

Creates a team using the right set of skills, trains the members on the project at hand, delegates responsibility, and promotes support and interaction

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

Self Evaluation

Self Evaluation Question

Employee Comments

INTERVIEWING:

Describe the best interview you have ever attended, and you felt you performed well?

If you are told to describe yourself in three words, how will you answer it?

[employee comments]
MANAGING AT TEAM:

How do you think your reporting staff would comment on your strengths, weaknesses, and managing style?

Is there a time when you have praised an employee in public? How did you go about it?

[employee comments]
TEAM BUILDING:

Where do you fit in the team work? What is your particular role in that team?

Do you offer good group work and successful management equally to everyone or do you show favoritism?

[employee comments]
PARTICIPATIVE MANAGEMENT:

Are the goals you set achievable or do they cause work stress among the employees?

Have you recognized your strengths and weaknesses in dealing with the different employees?

[employee comments]
EMPATHY:

What is one or two things you have learned from caring for or helping others at work?

What is one thing you wish other colleagues knew about you, but they don't?

[employee comments]
CONCEPTUAL THINKING:

Describe a problem you were solving where you had to work with a concept that was abstract rather that tangible and concrete. What was the outcome?

Describe the steps and methods you have used to identify a vision for your department. What would you have done differently?

[employee comments]
MONITORING OTHERS:

How do you make sure the other person doesn't know you are observing them?

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

[employee comments]
PERSISTENCE:

Can you describe a time when you were given a project that had an impossible deadline? How did you manage to complete the project in time?

Can you describe a situation where you had to use persistence in order to successfully convince a customer to buy a product?

[employee comments]
PROJECT MANAGEMENT:

What stress management techniques and problem resolution models have you used while managing a project? Illustrate your answer with a real life example

Describe the full project life cycle. How have you used the cycle to manage your projects effectively?

[employee comments]
INTERCULTURAL COMPETENCE:

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

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: