Use this step by step explanation to craft a good employee performance feedback review for a bioinformatics engineer. Find the right words with quality phrases.
A Bioinformatics Engineer is accountable for carrying out research procedures with the help of bioinformatics methodology and hypothesis which include medical informatics, computational biology, medical technology, biotechnology, etc.
The primary duties of this post are providing assistance for the proper functioning of the analysis and unified stem cell information management systems, enforcing the information security and user access control activities when required, facilitating the analysis and centralized stem cell information management systems, upholding and producing the reports of system level for the applications, procedures and knowledge as per the requirement, providing support to the scientists in the improvement of the examination methodologies and software solutions, providing support to the scientists in the development of the survey work and innovative information visualization solutions.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| DISPUTE RESOLUTION: Dispute Resolution is the method used to resolve disputes, conflicts or claims between two parties including arbitration, mediation, negotiation, and litigation. | Makes sure to address the situation before it turns out into a bigger problem but waits until both parties have cooled down Acknowledges other people's perspectives and ideas in a way that makes them feel heard and understood genuinely | 2 |
| 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. | Joins associations with like-minded professionals to help create relationships that can help tap new, exciting ideas into the business Knows how to empathize and sympathize with co-workers in order to build harmony and avoid conflicts in the workplace | 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. | Periodically thanks one's employer for being chosen to participate in a new team project or for the opportunity to work at the company 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. | Does not dismiss the importance of one's own responsibilities in the company, and the connection between one's job and customers' perception Gets to work on time every day and completes all the assigned tasks on time with minimal supervision | 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. | Establishes criteria for success in order to make it easier to track the goals' progress and know when one has achieved 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 Uses the appropriate methods, tools, and criteria in order to regularly evaluate the company's processes, services, and deliverables | 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. | Writes a description of the current status of the company, including the total income and net profit, in order to determine where one wants the company to be in the future 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. | Involves resources in project planning and project delivery processes and encourages open discussions about possible risks to the project at hand 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 effort to project a positive, memorable, and professional business image Surveys customers and prospects with the aim of offering them personalized attention | 2 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Makes efforts to redesign programs to ensure they better fit with different cultural practices and beliefs Shows willingness to appreciate and learn more about people with different cultural beliefs | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| DISPUTE RESOLUTION: Describe a time when you have had to "go to the source" in order to address an issue. What was the outcome? Is there a time when you have resolved an issue by simply finding some common ground? How did you feel about it? | [employee comments] |
| COMPETITIVENESS: What is one thing you would like to improve about yourself in order to be more competitive at work? Are there situations where you made periodic mistakes while trying to learn something new? | [employee comments] |
| ENJOYMENT OF THE JOB: What techniques and processes have you come up with to make your job easier or to be more effective at work? Do you prefer working as part of a team or alone? Given a choice, what percentage of your time would you allocate to each? | [employee comments] |
| PERSONAL ACCOUNTABILITY: Can you describe a day when your supervisor was absent, and you had to make tough decisions? What are some of the decisions you made? Would you rather design procedures and plans or implement/manage them? Why? | [employee comments] |
| REALISTIC GOAL SETTING: How do you make sure that your own goals match the company goals? What have you done to help other people to set realistic goals? Give the last time you did this | [employee comments] |
| RESULTS ORIENTATION: What are some of the most common things that prevent people from achieving results from their goals? What do you think they should do differently? When you have a lot of projects you need to complete, what do you do to accomplish them effectively and promptly? | [employee comments] |
| LONG RANGE PLANNING: How do you make sure that your long-term goals do not conflict with your short-term goals? Describe the most successful long-term goal that you have accomplished. How did you go about making it a success? | [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 determined the best resource for a specific requirement? Explain the last time this happened | [employee comments] |
| ENTREPRENEURIAL THINKING: Can you think of situations where you demonstrated a lot of determination despite facing obstacles and challenges? What have you learned from your past mistakes when executing business ideas? | [employee comments] |
| INTERCULTURAL COMPETENCE: What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs? What are you doing to encourage individuals and groups with a different cultural background to work with each other? | [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: |