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

A Clinical Engineer is accountable for working with various medical professionals and scientists in order to develop new innovations in health care like diagnostic equipment and drug therapies.

The duties for this position include developing everything from artificial tissues to drug therapies, managing an organizations medical equipment, administering the computer's systems that process equipment data or overseeing service contracts, overseeing biomedical technicians and other maintenance staff responsible for ensuring equipment is working safely and effectively, designing new medical equipment, managing an organizations medical equipment systems, improving health care delivery plans and processes, improving health care and delivery plans and processes.

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.

Maintains a positive look and tries one's best not to assume that the parties in question will be unreceptive to own concerns

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.

Does not dismiss the importance of one's own responsibilities in the company, and the connection between one's job and customers' perception

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

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

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

Continuously looks for and acts upon opportunities in order to improve service, quality and productivity standards of the company

Develops personal work plans, with a corresponding contingency plan for each, in order to structure work and receive the required results

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.

Breaks down high-level goals into a set of year-by-year metrics in order to track progress towards the goals

Analyzes threats, opportunities, strengths, and weakness of the company in order to determine how to go about setting long-term goals

3

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.

Avoids falling prey to naysayers and believes in the business venture

Levels the playing field with new technology trends and shows willingness to stay updated

2

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Encourages respectful engagement between individuals and groups with diverse cultures

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

2

Self Evaluation

Self Evaluation Question

Employee Comments

DISPUTE RESOLUTION:

Describe a time when you have facilitated a solution to a problem between two employees. How did you go about it?

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 projects, tasks or activities you took part in to improve your personal skills?

What have you done to increase your knowledge and understanding about competitiveness in the workplace?

[employee comments]
ENJOYMENT OF THE JOB:

When you have extra time available in the workplace, what ways have you found to make yourself more productive?

Can you describe a working environment that makes you happy and more productive?

[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:

How do you decide on your goals? How do you ensure that they are realistic?

What are some of the things that you have done to improve your ability to set realistic goals?

[employee comments]
RESULTS ORIENTATION:

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

Describe a project that you have started on your own recently. What motivated you to get started?

[employee comments]
LONG RANGE PLANNING:

How do you make sure that your long-term goals do not conflict with your short-term goals?

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

[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:

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:

What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs?

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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