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

A Biomedical engineer is liable for applying engineering principles and materials technology to the healthcare department through researching, designing and developing medical products like joint replacements and robotic surgical instruments.

The essential functions of this position include liaising with technicians and manufacturers to ensure the feasibility of a product in terms of designs and economic viability, working closely with other medical professionals like doctors, therapists as well as patients and caregivers, discussing and solving problems with manufacturing, quality, purchasing and marketing departments, arranging clinical trials of medical products, investigating the safety-related incidents, training the technical or clinical staff, testing and advancing clinical equipment, meeting with senior health services staff or other managers to exchange findings.

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

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

Outlines the consequences of the dispute to the company in order to help both parties look beyond themselves and see the dispute "from the outside"

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.

Reads books and attends webinars, workshops, classes, seminars, etc. that help in professional growth

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.

Takes an introspective look at one's own performance, production ability and how well a task is completed and works to improve on the weak areas

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.

Demonstrates clear understanding of the overall company- its goals, function, competition, purpose, etc.- that increase one's interest and commitment

Commits oneself to the company goals and finds ways to get the team members more involved towards accomplishing the company's objectives

3

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.

Finds out the competitors' strengths and weaknesses and looks for ways to adopt or exploit them

Integrates long-term planning into the company budget in order to avoid conflict between the day-to-day finances and long-term financial goals

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

Develops a resource plan in order to determine the resources one needs at hand for effective project planning

2

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

Avoids falling prey to naysayers and believes in the 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.

Discourages intolerance between individuals and groups with different cultural practices and beliefs

Increases links to networks of individuals and groups from different cultural backgrounds

2

Self Evaluation

Self Evaluation Question

Employee Comments

DISPUTE RESOLUTION:

Can you give an example of a time when you have used logic in solving a problem at work?

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 are some of the things you have done to help co-workers improve their professional competitive skills?

Mention a time you made an intentional effort to get to know someone from another culture. What was the result?

[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?

Can you describe a time when you made a suggestion to improve the work in your department? What was the outcome?

[employee comments]
PERSONAL ACCOUNTABILITY:

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

Describe a time you reacted to pressure situations or short deadlines. How did you do it?

[employee comments]
REALISTIC GOAL SETTING:

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

How do you prioritize your goals in order to make them more achievable?

[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:

What are some of the challenges that you have faced when trying to accomplish a long-term goal? How have you overcome them?

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

[employee comments]
RESOURCE USE:

How do you make sure that your team members have all the skills needed to accomplish a certain task?

Describe a time when you identified a project that was consuming more company resources than needed. What did you do with the project?

[employee comments]
ENTREPRENEURIAL THINKING:

Can you think of situations where you demonstrated a lot of determination despite facing obstacles and challenges?

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

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to encourage tolerance among individuals and groups with different cultural practices?

What efforts are you making to enhance your knowledge about different cultures?

[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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