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

An Informatics Developer is responsible for assisting in maintaining all the relevant data sources while ensuring that it is properly stored.

The primary responsibilities of this post include developing the ETL processes, designing and preparing codes that meet the program's specifications, implementing the informatics programs, evaluating the requirements, testing the programs, addressing and resolving issues associated with the programs, coding, testing and implementing the complex programs, creating proper technical documentation in the work assignments, understanding the business needs and designing programs and systems that match the complex business requirements, recording all specifications involved in the coding process, ensuring all the standard requirements that participate in performing the technical analysis are met, resolving moderate problems associated with the designed programs, providing technical guidance on complex programming.

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

APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them.

Gives beneficial feedback that allows employees to improve in areas that need

Assumes responsibility for the performance evaluation without being asked to

2

APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well.

Ensures good example is set before other employees especially the newbies

Wears a bright smile every day that lights up the entire company

2

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

Exceeds one's commitment to others by frequently setting realistic team goals and projects before deadline

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

2

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.

Takes problems one by one wherever possible and states each problem as precisely and clearly as one can

Takes the time to differentiate good sources of information from the bad ones in order to get the right information

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.

Does some research on the skills one needs to learn or what lifestyle changes one needs to make in order to achieve a goal

Defines clear and specific steps for each goal in order to know when one has achieved each one of them

3

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.

Tells a friend or other employees about a deadline in order to feel motivated to complete it on time

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

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.

Asks team leaders to report how their teams contribute to the mission and which mission-related goals could make the teams more effective

Foresees situations that may break the ongoing strategies and deals with them before they actually happen

2

TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually.

Advocates for the use of modern electronic devices that can assist in sharing and storing data more efficiently

Puts effort in learning how to use modern computing power to assist in making better decisions

2

TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier.

Makes effort to participate in online tech communities that consist of technology savvy individuals sharing technology ideas

Constantly uses modern communication trends such as instant messages and video conferencing

2

PROGRAMMING SKILLS: Programming Skills is the ability to use technical languages, tools, and operating systems professionally in the workplace.

Eager to participate in continuing education opportunities related to programming

Shows willingness to work in a team when designing complex programs

2

Self Evaluation

Self Evaluation Question

Employee Comments

APPRAISAL AND EVALUATION SKILLS:

Can you be relied upon to deliver accurate and timely data?

Do you work with the employees after the assessment to see better results?

[employee comments]
APPEARANCE AND GROOMING:

Do you follow the company policies and regulations in regards to how you should dress?

What is your level of hygiene that you present to others?

[employee comments]
PERSONAL ACCOUNTABILITY:

Give an example of a time when despite carefully planning, things did not turn out as expected or went out of hand. What did you do?

Can you think of a time when you have motivated yourself to finish unpleasant tasks? What steps did you take?

[employee comments]
PRACTICAL THINKING:

Describe a project that went wrong due to poor practical thinking strategies. How did the problem occur and how did you solve it?

How do you ensure that a certain source of information is reliable? Is there a time when you have made mistakes because someone had given you the wrong information? How did you handle the situation?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you have faced challenges setting goals? What were the challenges and how did you overcome them?

Is there a time when you felt that you did not have what it takes to achieve your goals? How did you deal with this?

[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]
LONG RANGE PLANNING:

Describe the most recent long-range plan you have been involved in. What are some of the information you needed to start the process?

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

[employee comments]
TECHNOLOGY SAVVY:

What efforts are you making to improve your capacity to work anytime from anywhere and on any device?

Are there any times you had to seek for assistance on issues related to operating modern electronic devices?

[employee comments]
TECHNOLOGY TREND AWARENESS:

How often do you encourage colleagues to use the internet to search for information easily?

How often do you encourage colleagues to use of artificial intelligence to execute repetitive, multiple, and complex tasks more efficiently?

[employee comments]
PROGRAMMING SKILLS:

Can you describe an instance where your application failed to execute? What did you do to solve the problem?

Can you describe a time when you saved time by designing a program to automate a process?

[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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