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

A Senior Biomedical Engineer is liable for overseeing the biomedical engineering department by conceptualizing and prototyping new physiological monitoring devices, coordinating design activities, reviews, reporting design progress and evaluating results.

Essential duties for this position include providing physiological expertise in medical and biological sciences to facilitate advances in non-invasive monitoring devices, providing software and algorithm development expertise systems, planning, advising, analyzing, designing, testing and managing highly complex engineering systems, responsible for design and development of systems that span the engineering disciplines of biomedical, algorithm development and PC software, mentoring other engineers and technicians, serving as a technical leader for major advanced development projects including the development of devices in the new technology.

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.

Agrees on a solution that both parties are satisfied with and then discusses a plan for next steps

Praises both parties for job well done in the past and tells them why it is important to resolve the dispute at hand

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

Builds an "I can do better" mentality and always works hard to proof that fact

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

Enjoys helping other employees and considers them as partners in building something of value

2

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

Looks beyond the requirements of one's own job description to offer suggestions for problem-solving and improvement of overall company operations

Takes own responsibilities seriously and consistently meets the company's expectations for professionalism, service, and quality

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.

Sets specific goals in order to provide greater clarity in terms of what one actually needs to do to achieve them

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

3

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

Carefully monitors and appreciates the quality of work one has provided as well as that, which other people provide

Plans, prioritizes and balances tasks in order to meet goals, commitments, and deadlines effectively

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

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

Shows willingness to read reports, books, magazines, and journals that assist in improving business and marketing skills

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 an instance where you have had a dispute with a customer. How did you deal with it and what was the outcome?

Describe a time when you have had to remain calm on the outside when you were really upset on the inside. What was the problem?

[employee comments]
COMPETITIVENESS:

Are there times you have had to demonstrate leadership skills at work in order to stand out from the rest of your colleagues?

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

[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?

What are some of the special responsibilities and assignments you have been given in the past that are not part of your routine?

[employee comments]
REALISTIC GOAL SETTING:

Describe step-by-step, how you go about setting your goals. How do you determine your goals' requirements?

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]
RESULTS ORIENTATION:

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

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:

Describe a time when you have had a hard time accomplishing your long-range plan. What was the problem and how did you solve it?

What are some of the things you have done to improve your ability to plan for the future?

[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:

Were there any times where you felt that you were less optimistic than other times?

Are you making any efforts to become more determined to take risks?

[employee comments]
INTERCULTURAL COMPETENCE:

Can you think of a time where you disrespected someone from a different culture? How did you correct the mistake?

Are you actively involved in professional development courses and forums that enhance intercultural competency?

[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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