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

A chemical analyst is responsible for finding out what chemical substances are composed of, processing this information and communicating it. He/she separates mixtures using various techniques and studies how materials and energy react to find out the composition, chemical or physical properties, and reactions of compounds.

Other duties include preparation of solutions and compounds to use for conducting tests; work together with other scientists and researchers to develop tests, conduct analyses and interpret results; publish findings on industry or scientific journals; develop or discover new products; prepare reports, technical papers and standards for the processes, products and tests as well as develop formulas, equipment and processes and also improve on them.

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

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Creates time to research possible logistical or legal problems associated with a new company policy before implementing it

Avoids snap judgment and decisions; takes the time to jot down potential solutions to situations before making a call

2

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Does what one can to help the employee improve and correct the issue at hand swiftly and quickly

Offers the employee with training and provides more frequent direction in order to help them improve on weak areas

2

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.

Remains calm, actively listens and tries to focus on the positive in order to manage challenges and maintain momentum in day-to-day work

Depicts high level of self-discipline and looks forward to learning new things and opportunities

2

COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization.

Leaves personal life behind once one crosses the working threshold in order to concentrate or put all attention on work

Actively seeks new ways to improve one's work and generates ideas that streamline processes and increase productivity

3

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Practices mindfulness in order to ease mental problems and think in an effective way

Evaluates own options taking into account their pros and cons in the situation one is in

2

RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant.

Takes responsibility for resolving problems and works diligently in order to find the most effective solutions when problems occur

Plans, prioritizes and balances tasks in order to meet goals, commitments, and deadlines effectively

2

DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period.

Starts own projects as soon as one can in order to avoid scrambling for time when the deadlines approach

Sets a deadline few days before the actual deadline in order to make up for tasks that may take longer than expected

2

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

Plans for a recruitment exercise beforehand; communicates the skills one needs to acquire as early as possible in order to give the recruitment team enough time to identify appropriate resources for the exercise

2

TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time.

Completes tasks on time, avoids time wasters and establishes appropriate priorities

Follows proven time-management systems and appreciates that time is money

2

PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level.

Puts more effort in monitoring processes to check for bottlenecks

Uses existing survey results to assess the impact of ongoing process improvement efforts

2

Self Evaluation

Self Evaluation Question

Employee Comments

JUDGMENT SKILLS:

Describe a time when you have had to think on your feet in order to extricate yourself from a difficult situation. What was the outcome

In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines?

[employee comments]
GIVING FEEDBACK:

How often do you discuss a person's performance with him/her? Give a specific example

What are some of the things you have done to develop the skills of other employees and make them more productive?

[employee comments]
SELF AWARENESS:

Describe times when you have been in a good mood at work. What impact did that have on your performance and colleagues?

Are there times when you have reacted to someone or something in the workplace in a way you did not intend to? How did you fix that?

[employee comments]
COMMITMENT TO THE JOB:

Are there times you have come in early or stayed late in order to meet a deadline?

Is there a time you were able to provide your own motivation even though you were working alone? How did you motivate yourself?

[employee comments]
PRACTICAL THINKING:

Some situations require one to think in a practical manner while others require critical thinking. Can you give an example when you have used the two strategies to solve a problem at work?

Describe a project that was successful because of your ability to think practically. What was your role?

[employee comments]
RESULTS ORIENTATION:

Is there a time when you were not satisfied with the results you achieved for your goals? What was the problem?

When you have a lot of projects you need to complete, what do you do to accomplish them effectively and promptly?

[employee comments]
DEADLINES - ON TIME:

Is there a time when you have failed to meet an important deadline? What was the problem and how did you go about it?

Is there a time when you faced a problem when handling a task? How did this affect your mini-deadlines and the actual deadline?

[employee comments]
RESOURCE USE:

Describe a time when you have started a project without all the required resources. Were you happy with the outcome? Explain your answer

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

[employee comments]
TIME MANAGEMENT:

Do you maintain a plan and say no to constant interruptions while working?

Do you make your schedules flexible enough to accommodate emergencies?

[employee comments]
PROCESS IMPROVEMENT:

How often do you encourage colleagues to undergo training on new procedures?

How often do you attend think tank and ideation sessions to learn new ideas on improving processes?

[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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