Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a principal scientist. Find the right words with quality phrases.

A principal scientist is tasked with leading scientific teams, conducting research, analyzing research data and presenting it. They seek to build on existing knowledge and technology with the aim of advancing it further. He/she will get to develop and improve on various products through qualitative and quantitative research from time to time.

Other tasks that he/she can undertake include; provide technical guidance on the area of expertise; monitor staff performance and conduct performance reviews; ensure that high standards of professionalism are maintained all through; resolve all conflict in the department and ensure constant training and mentoring of the personnel that works in close collaboration with him.

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

DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome.

Tells a person how to specifically complete a certain task thus limiting initiative and creativity while diminishing self-esteem

Does not allow for mistakes and failure; criticizes an employee who makes a mistake while performing a task and doesn't give him/her room for improvement

1

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Manages relationships with co-workers and management in a professional manner

Always volunteers whenever large projects that need many hands come knocking

2

COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition.

Does not support the team spirit nor the company policies

Always competes with the coworkers instead of working in harmony

1

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Introduces and implements projects and activities without adequate consideration of others

Rationalizes that unfair treatment makes the employees stronger thus uses it more often

1

PERSISTENCE: Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face.

Makes a clear statement of how one feels, without becoming angry, irritated or defensive, no matter the number of times one has to repeat oneself

Welcomes change and new ideas and continues looking for ways that one can incorporate these into one's life

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.

Develops unrealistic long-range plans and easily gets frustrated when one fails to accomplish them

Creates an action plan that is hard to change or update thus gets stuck when a plan experiences an unexpected change

1

DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness.

Hardly bothers to assess whether the current procedures, practices, and policies are diverse

Shows little willingness to accept feedback, learn, and listen to concerns of others

1

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.

Does not bother to implement parallel processing aimed at improving efficiency of processes

Does not demonstrate willingness to learn new procedures and hardly encourages others to undergo training on new procedures

1

RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business.

Hardly bothers to look for better and new ways to approach problems

Rarely applies logic and reason when determining the merits of an argument and often draws conclusions from illogical arguments

1

Self Evaluation

Self Evaluation Question

Employee Comments

DELEGATION:

Do you regard yourself a micro or macro manager? How do you delegate your tasks or projects?

How do you make a decision to delegate work? How do you choose the appropriate employee to handle a certain task?

[employee comments]
TEAM BUILDING:

What is your personality? Does it hinder or encourage you to participate?

Do you offer good group work and successful management equally to everyone or do you show favoritism?

[employee comments]
COOPERATION WITH COLLEAGUES:

Do you cultivate a team spirit through all forms of communication?

What are your strengthens and how do you utilize them in the group?

[employee comments]
ETHICAL BEHAVIOR:

Are you reliable to lead the team without showing favoritism to some members of the team?

Have you fostered an atmosphere of fair treatment in the workplace?

[employee comments]
PERSISTENCE:

Can you describe a time when you were given a project that had an impossible deadline? How did you manage to complete the project in time?

What have you done in the past to become successful in achieving your goals?

[employee comments]
RESULTS ORIENTATION:

Is there a time when you were not satisfied with the results you achieved for your goals? What was the problem?

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?

Describe the most successful long-term goal that you have accomplished. How did you go about making it a success?

[employee comments]
DIVERSITY AWARENESS:

Have you participated in events that are diversity-related and what efforts are you making to promote them?

What are some of the things you are doing to discourage harassment and bullying of people with diverse views?

[employee comments]
PROCESS IMPROVEMENT:

What efforts are you making to learn more about new procedures?

How often do you attend think tank and ideation sessions to learn new ideas on improving processes?

[employee comments]
RESEARCH:

What efforts are you making to improve your research methods?

How often do you break bigger issues into smaller manageable parts when faced with complex situations during research?

[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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