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

A Bioinformatics Developer is liable for carrying out required DNA and molecular biology based research projects and run them in computational programming systems while implementing the automation of genomic processes and simplifying the analyzed data in computer systems software.

The essential functions of this position are working with the lead developer on bioinformatics software development projects, developing test software that are developed by creating test data and testing codes, documenting and reporting progress and task completion using issue tracking and email, identifying and documenting requirements and specifications for software in cooperation with other team members and through interactions with users, recording software using Javadoc, confluence etc.

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

COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner.

Volunteers a few hours a week with a community association in order to gain valuable experience that can be used in the workplace

Seeks out opportunities for growth and expanding self horizons in order to have more to offer at work

2

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Learns more about the company and makes an effort to understand the complete operation and production aspects in order to grow and develop as an employee

Looks for solutions instead of griping about problems; comes up with suggestions about ways to make things better and run smoothly

2

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Holds oneself and others accountable for making principled decisions and addresses unethical and unsatisfactory behavior head on

Admits misjudgments mistakes and errors and informs others when one is not able to meet a commitment

2

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.

Determines who else is involved in own goals and works together to develop a plan to accomplish them

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

2

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

Takes the initiative to contact customers or research the effectiveness of the suggested solutions; continues to try new solutions until the desired result is achieved

Aligns personal goals with those of the team or company and works hard to achieve them promptly and efficiently

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.

Looks at the company as an outsider and reviews its strengths and weaknesses in order to identify areas of opportunity and improvement

Identifies strategies to improve customers' satisfaction and conducts surveys to find out if the strategies are working

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

ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change.

Makes efforts to plan most aspects of a business venture

Takes part in events involving the community that supports the business venture

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

Attends and promotes group meetings and events that include people from different cultures

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.

Knows how a product can be integrated with or connected to other things

Shows willingness to understand industry trends, terminologies, and concepts surrounding a product

2

Self Evaluation

Self Evaluation Question

Employee Comments

COMPETITIVENESS:

What are some of the projects, tasks or activities you took part in to improve your personal skills?

Have you ever participated in a networking event? How did you interact with other people attending the event?

[employee comments]
ENJOYMENT OF THE JOB:

Describe a time when you went beyond your employer's expectations in order to get the job done

Can you describe a working environment that makes you happy and more productive?

[employee comments]
PERSONAL ACCOUNTABILITY:

What steps have you taken to improve your effectiveness in the company, workgroup and your career?

Describe a time when you had to admit to your supervisor that you had made a mistake. What happened?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you failed to meet your goals because they were unreal? What did you do?

What have you done to help other people to set realistic goals? Give the last time you did this

[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?

Describe a project/goal that required you to pay attention to detail. How did you go about accomplishing it?

[employee comments]
LONG RANGE PLANNING:

How do you make sure that your long-term goals do not conflict with your short-term goals?

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

[employee comments]
RESOURCE USE:

What factors have you considered when managing resources at work?

What are some of the project management tools that you have used to keep track of your projects or automate important aspects of a project?

[employee comments]
ENTREPRENEURIAL THINKING:

Can you think of a situation where you became sidetracked from your venture? How did you correct the situation?

What efforts are you making to stay ahead of your competitors and learn from them?

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to increase links to networks of individuals and groups from different cultural backgrounds?

What are you doing to encourage individuals and groups with a different cultural background to work with each other?

[employee comments]
PRODUCT KNOWLEDGE:

Were there any times where you were able to demonstrate how to use a product together with another?

How often do you adhere to procedures and policies that guide products and services?

[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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