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

A Scientific Informatics Analyst is liable for replacing, improving, recreating and organizing the information in the business systems in a way that it can be accessed, retrieved and utilized for the required professional purpose.

The key responsibilities of this post involve managing analysis of risk data and investment using the descriptive and inferential statistics, enhancing the quality and utilization of data, helping in applying the predictive model trends for rate planning, developing, implementing, organizing and maintaining the information, reporting in a way the information is understood and documented, collaborates with the rest of the team to give accurate data, monitoring quality programs, making efforts to improve them, compiling data from multiple sources, importing data into relevant databases, ensuring there is appropriate transfer of data.

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

Explains one's own decision to those affected or involved and follows up to ensure effective and proper implementation

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.

Chooses own words carefully and restrains from making any demoralizing statements that call the employees intelligence into question

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.

Creates time to reflect; looks back at failures and setbacks in order to identify and apply key learning for self and others

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.

Comes in early and stays late in order to complete a project or task on time

Abides by company's policies, rules, and procedures and helps ensure other colleagues do the same

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.

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

Comes up with "outside the box" and unusual strategies in order to cope with unusual events in the workplace

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

Uses the appropriate methods, tools, and criteria in order to regularly evaluate the company's processes, services, and deliverables

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.

Determines the most critical tasks and completes them before moving forward to the less critical ones

Creates a calendar for daily tasks in order to have a clear picture of the work that one is needed to do, and sticks to it

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

Anticipates potential problems and gathers resources necessary to fix them should they occur

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.

Uses technical tools that assist in delivering work more quickly

Makes commitments to estimate the time required to complete a project

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.

Encourages automation of manual processes to enhance efficiency and accuracy

Uses existing benchmarks to complete processes in accordance with the already set standards

2

Self Evaluation

Self Evaluation Question

Employee Comments

JUDGMENT SKILLS:

Describe a time when you had to be relatively quick in solving a problem. How did you do it? 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

How do you recognize and motivate employees who have constantly demonstrated excellent performance at work?

[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:

Can you describe a situation when you demonstrated initiative and took action without waiting for directions? Were you happy with the outcome?

Can you describe a situation where you had to be very persistent or dedicated in order to achieve goals?

[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?

What have you done to improve your practical thinking skills? How has this helped your career life?

[employee comments]
RESULTS ORIENTATION:

Describe a time when you have been very successful in accomplishing your goals. What made this possible?

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

[employee comments]
DEADLINES - ON TIME:

How have you kept yourself motivated to meet deadlines at work? How have you helped others on the same?

How do you determine how much time is needed to finish a certain task? Is there a time when you have felt overloaded with work? What did you do?

[employee comments]
RESOURCE USE:

Describe a time when your company has experienced the highest employee turnover. What was the problem? What are some of the things that you have done to prevent high employee turnover?

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]
TIME MANAGEMENT:

Do you plan your time and evaluate how you use it periodically when working on a project?

Is there a time you had to seek assistance from another person to solve a problem quickly?

[employee comments]
PROCESS IMPROVEMENT:

What efforts are you making to implement parallel processing of related processes?

How often do you eliminate steps that are of no value in 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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