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

A Senior Research Associate is responsible for doing studies on assigned topics and providing analysis and reports on the particular research. This position is useful in various businesses including financial institutions, universities, biotech companies, insurance firms, etc.

The principal duties of this post are researching and testing while adhering to the quality control standards, working hand in hand with other researchers and scientists to generate new scientific methods and procedures, collecting and summarizing data, executing experiments, writing detailed technical detailed reports, creating and maintaining computerized spreadsheets and documentation, managing, training and guiding other team members, developing, implementing and monitoring research activities using advanced statistical analysis and modelling techniques.

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

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Very compassionate and listens to the client's concerns making them know they are heard

Always ready to take on more tasks even before finishing the first

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

Shifts attention to a client entering the facility even though immersed in detailed task

2

PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.

Keeps weekly and daily goals checklists in order to keep track of one's most important tasks and stay committed to accomplishing them

Establishes a periodic check-in halfway between the goals in order to determine whether one has done enough or needs to adjust the timeline

2

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Demonstrates to colleagues that one is listening carefully by paraphrasing what they have said and asking follow-up questions

Tries as much as possible to display a positive attitude even when one is feeling unhappy or stressed about a situation

3

REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live.

Reflects and writes down specific benefits and reasons for accomplishing a certain goal in order to make the goal more realistic

Develops contingency plans for the obstacles that one has anticipated and how and when each plan should be implemented

2

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Looks for changes that affect the requirements of the project and finds a solution as first as possible in order to keep the projects going

Identifies individuals that are behind schedule and who are not reporting their progress in order to find out what the problem is

2

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Breaks down high-level goals into a set of year-by-year metrics in order to track progress towards the goals

Ensures consistency between departments; makes sure that each department plan is brought together with plans for other departments and that they mesh

3

RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly.

Gets to know team members' strengths, skills, and the type of work that motivates them in order to match them with the perfect tasks

Continuously updates the resource capability database with pertinent information in order to keep track of every resource

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

Increases links to networks of individuals and groups from different cultural backgrounds

2

PRODUCT KNOWLEDGE: Product Knowledge is an essential sales skill to understand the features of your product allowing you to present the benefits compellingly and accurately to the customer.

Demonstrates awareness on how to install and configure most products

Makes enough effort to understand how a product compares to rival products

2

Self Evaluation

Self Evaluation Question

Employee Comments

INITIATIVE:

Do you have to be told what to do or you take the lead?

Do you accept responsibility quickly without passing on the blame?

[employee comments]
ADAPTABILITY:

Were there times you had to take in a new task when you were still heavily involved with another one?

Can you think of a time when your task or project suffered a setback? How did you react?

[employee comments]
PERSONAL COMMITMENT:

After setting your goals, how do you keep track of your progress? What do you do when you realize that you have done less than you expected?

Describe a project that was implemented because of your personal commitment. What was your role in the project?

[employee comments]
PERSONAL RELATIONSHIPS:

Describe a time when you have been able to address an angry customer and build a great relationship. What was the problem and how did you handle it?

How do you make sure to keep the existing relationships with other employees and customers strong every single day?

[employee comments]
REALISTIC GOAL SETTING:

How do you decide on your goals? How do you ensure that they are realistic?

How do you prioritize your goals in order to make them more achievable?

[employee comments]
SEEING POTENTIAL PROBLEMS:

How have you helped other employees improve their ability to anticipate problems? Give an example

What are some of the project management tools, if any, that you have used to determine the future of your project?

[employee comments]
LONG RANGE PLANNING:

What are some of the challenges that you have faced when trying to accomplish a long-term goal? How have you overcome them?

How have you helped your team members meet their long-term goals? How has this benefited the company at large?

[employee comments]
RESOURCE USE:

How do you make sure that your team members have all the skills needed to accomplish a certain task?

How have you ensured a fair and balanced resource allocation when planning your projects or tasks?

[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 show respect to people with diverse cultural backgrounds?

[employee comments]
PRODUCT KNOWLEDGE:

What are you doing to enhance your understanding of industry trends, terminologies, and concepts surrounding a product?

What are you doing to improve your ability to explain to a client how a new product works?

[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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