Use this step by step explanation to craft a good employee performance feedback review for a clinical trial manager. Find the right words with quality phrases.
A clinical trial manager is tasked with the responsibility of managing clinical trial through implementing useful and effective strategies. He/she is in charge of reviewing trials results by following through all the acceptable clinical standard procedures. They also get to interact with clinical staff to find out how they are managing the clinical strategies.
Other tasks that are undertaken by the clinical managers include; mentoring junior staff members in following clinical procedures, prepare clinical manuals, present clinical reports in conferences, assist with budget preparations, review data collection policies, assist in clinical research projects and overseeing assessments such as screening and testing procedures within the clinic.
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 |
|---|---|---|
| VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business. | Prepares adequately well before delivering that all-important speech before others. Shows great eloquence when it comes to delivering speeches and talks. | 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. | Keeps motivators close; tells other employees what one wants to accomplish so that they can hold one accountable Makes sure to get along with colleagues in order to enjoy being at work and boost motivation | 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. | Provides ongoing feedback and learning opportunities to the employees in order to develop their ability to perform and contribute to the company Oversees contracting and procurement to achieve desired results and uses cost-benefit thinking to monitor expenditures and set priorities | 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. | Gives incentives programs that are very efficient and well organized Great communication skills with clear indications of what is expected from each team member | 2 |
| PHYSICAL ABILITIES: Physical Abilities is the ability of one's strengths and limitations that are also known as the individual resources to perform well at the tasks given. | Successfully finds new effective ways to perform difficult tasks that nobody wants to handle Consistently watching for new measures to help the team overcome the challenges | 2 |
| ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude. | Understands, negotiates and balances diverse views and beliefs, particularly in multicultural environments, to reach workable solutions Volunteers to take the lead for an important presentation when a colleague comes down with an illness | 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 Pays attention to how a person looks after having a conversation in order to get a baseline reading of the person | 3 |
| BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace. | Relies on tested and proven forecasting tools to predict future trends Makes some efforts to surveys competitors to find out what is making them thrive | 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 Encourages others to appreciate and experience different ways of doing and seeing things | 2 |
| ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business. | Encourages others to think out of the box when coming up with a solution to solve a problem Encourages others to use appropriate oral and written communication skills when sharing an analysis with others | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| VERBAL COMMUNICATION: Have you ever spoken before first thinking over it and it ended up hurting someone? How was the experience? Do you give people ample time to talk before you state your point or views? | [employee comments] |
| MOTIVATING OTHERS: Can you give an example of a time when you overcame a significant problem, which made you very proud of yourself? What is the biggest goal you have ever accomplished? Why do you consider it the biggest? Describe the problems you faced, if any | [employee comments] |
| MANAGING AT TEAM: Think about a time when you were given a management role. How did people respond to your management efforts? Is there a time when you have been a mentor to another aspiring manager? How did you go about creating that relationship? | [employee comments] |
| PARTICIPATIVE MANAGEMENT: Do you make decisions with the employees in mind or do you just consider your own needs? Are you a fountain of energy and comfort to demoralized employees? | [employee comments] |
| PHYSICAL ABILITIES: Has the company provided all the protective gear required to handle such tasks? What areas do you think you need to improve on? | [employee comments] |
| ADAPTABILITY: Do you prefer an environment with a structured routine or one with new experiences? Can you think of a time when your task or project suffered a setback? How did you react? | [employee comments] |
| MONITORING OTHERS: What are some of the monitoring policies you have in your company? How do you make sure the employees follow the policy of timekeeping? How do you make sure that monitoring does not kill employees morale or make them nervous? | [employee comments] |
| BUSINESS TREND AWARENESS: What efforts are you making to increase your understanding about current business trends? What efforts are you making to know what customers want? | [employee comments] |
| INTERCULTURAL COMPETENCE: Are you actively involved in celebrations and events that feature people with different cultures? What are you doing to encourage individuals and groups with a different cultural background to work with each other? | [employee comments] |
| ANALYTICAL SKILLS: What is the most complex analytical task you have ever undertaken? Can you describe a situation where your analytical outcome was incorrect? How did you solve the problem? | [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: |