Use this step by step explanation to craft a good employee performance feedback review for a chemical laboratory analyst. Find the right words with quality phrases.
A chemical laboratory analyst carries out lab tests on the provided specimens of chemicals, products, or materials while following a set of guidelines or given procedures. He/she is required to document and report the lab tests conducted as well as take part in the preparation of the materials, kits, and reagents used in the laboratory.
Other duties include proper handling of the laboratory equipment; keeping the work area clean; ensuring the safety of samples and lab equipment; maintenance of lab equipment; keep proper records of test results; observations and readings ; adhere to the protocols of the laboratory; and providing technical support in training, intra-lab transfer and investigation.
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 |
|---|---|---|
| JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion. | Defines and clarifies the issue or situation at hand to determine whether it warrants action or whether it is important, urgent or both 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. | Draws upon one's self-control in order to identify and manage the emotions of others during adverse times Identifies and appreciates the strengths of others and leverages their skills in order to manage uncertain situations | 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 Takes pride in one's work and strives to deliver the best possible results | 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. | Pays attention to how a person is framing a problem in order to know the real cause and think of ways on how to solve it Asks questions about the situation and about the person who caused it and tries to look for answers to these questions | 3 |
| 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 Compares work performance and the expected outcomes against the set standards in order to achieve quality results | 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. | Dedicates own attention to a project one is working on in order to be more efficient Gets a complete clarification on the most important parts of the project before one agrees to a deadline | 3 |
| RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly. | Makes sure that all resources are aligned and that every team member is working towards a common goal Keeps team members and other employees happy and highly motivated in order to prevent high employee turnover | 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. | Knows what has to be done and what should not be done 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 Recommends resources to be allocated wisely to make processes work better and spends less on them | 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 opinion, what factors should one consider when comparing the pros and cons of two potential vendors for processing payroll? | [employee comments] |
| GIVING FEEDBACK: Describe a time when you have had to deal with an employee who was not happy about the feedback you had given. How did you handle the situation? When do you give positive feedback to your employees or subordinates? Give an example of the last time you did | [employee comments] |
| SELF AWARENESS: Is there a time when you were surprised about the positive impact your words or behavior had on a colleague or client? Is there a time when you received feedback about your work, and you had to disagree? What happened? | [employee comments] |
| COMMITMENT TO THE JOB: What are some of the things that get you dedicated and devoted to your work? What has been your major work-related setback? What happened and how did you manage to keep moving forward? | [employee comments] |
| PRACTICAL THINKING: How have you helped other employees improve their ability to think practically? How has this benefited the company? Describe a project that was successful because of your ability to think practically. What was your role? | [employee comments] |
| RESULTS ORIENTATION: Describe a particular time when you have been effective in prioritizing tasks and accomplishing a goal on schedule. What are the challenges you faced and how did you overcome them? 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? What are some of the things that you include in your to-do lists to make them effective? How has this helped you meet your deadlines? | [employee comments] |
| RESOURCE USE: What factors have you considered when managing resources at work? How have you ensured a fair and balanced resource allocation when planning your projects or tasks? | [employee comments] |
| TIME MANAGEMENT: Are you able to distinguish between unimportant and important tasks when working on a project? Do you make your schedules flexible enough to accommodate emergencies? | [employee comments] |
| PROCESS IMPROVEMENT: Is there any time you failed to set objectives when initiating process improvement efforts? How did you correct the mistake? How often do you attend think tank and ideation sessions to learn new ideas on improving processes? | [employee comments] |
Summary |
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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: |