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

A Research Fellow develops the strategy and vision to position a project from inception through completion creating teams and collaborations that understand the project's direction.

The primary duties of this position include communicating directions through words or actions to inspire the team members to reach the set goals, planning and budgeting for the proposed project, leading and directing the work of the rest of the team members, acting as the principal investigator or co-investigator on research project, conducting individual or collaborative research projects, developing research objectives, plans and proposals, assessing, interpreting and evaluating the outcomes of research, resolving problems of meeting research targets and deadlines, developing ideas for application of research results.

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

URGENCY: Urgency is the speed that drives businesses fast in order to keep them from disconnecting from what they are aiming to achieve but pursue it with a sense of urgency.

Always slow and unproductive when responding to the various office duties.

Finds it difficult to say no to extra work when there is more workload.

1

INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements.

Demonstrates confidence and poise when pursuing new and challenging tasks.

Demonstrates good listening skills and always pays attention when other people express their ideas.

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 share critical information with co-workers because of fear of marginalization

Always competes with the coworkers instead of working in harmony

1

DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work.

Gives all the tasks intermittent attention rather than concentrated attention

Gets into trouble for demoralizing other workers who are giving it their best

1

PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace.

Prepares a well written out action plan on how to execute even the toughest goals

Welcomes coaching and training that brings out more hidden ability

2

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Incorporates feedback effectively and deals positively with praises and criticism

Tailors a sales pitch to meet unique needs of a certain client

2

HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it.

Is always worrying about work when at home, taking a day off or when taking a vacation

Is negative minded; focuses on the problem or challenge one is facing rather than adjusting one's mindset to look for solutions

1

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

Easily loses focus when faced with problems and gives up even before the problems are resolved

Constantly needs the management's input in regards to the end goals of the projects one is assigned or their results

1

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

Shows unwillingness to promote the implementation of new diversity initiatives

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

1

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Spends most of the available time engaging in activities and thoughts that do not produce results

Shows unwillingness to work steadily towards both career and personal goals

1

Self Evaluation

Self Evaluation Question

Employee Comments

URGENCY:

Have you at any time taken extra work when called upon by others?

Have you worked overtime in a bid to finish any urgent matter? If yes, how was the feeling?

[employee comments]
INNOVATION:

How well do you deal with pressure when it comes to developing workable solutions to problems?

How well do you respond to issues and what do you feel is your weak point when dealing with problems?

[employee comments]
COOPERATION WITH COLLEAGUES:

Are you willing to reconcile when a conflict occurs in the workplace?

Do you take delegations from your team leader with the same seriousness as you take one from the manager?

[employee comments]
DEDICATION TO WORK:

Do you give all the tasks provided your utmost attention or do you overlook details?

Do you give your very best in a group setting or you sit back and allow others to do your work?

[employee comments]
PERSONAL GROWTH:

Are you fully committed to remaining an active part of the company?

Are you available to attend training and coaching workshops and do you benefit from them?

[employee comments]
ADAPTABILITY:

Can you describe a project or situation which required you to remain open-minded and flexible in order to succeed?

Give a situation where you had to present to a group of clients with little or no preparation. What challenges did you face?

[employee comments]
HANDLING STRESS:

Can you describe a situation at work that really stressed you out to the maximum? How did you handle it?

Describe a time when your project was faced with a situation that was not anticipated. How did you handle it?

[employee comments]
RESULTS ORIENTATION:

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

How do you motivate your team members to stay focused on achieving results?

[employee comments]
DIVERSITY AWARENESS:

What have you done to increase your understanding of the perspectives of others?

What efforts are you making to assess whether the current procedures, practices, and policies are diverse?

[employee comments]
SCHEDULING:

Have you ever failed to add contingency time when scheduling and how did you correct the mistake?

Can you think of a time you failed to schedule a task ahead of time? How did you correct the situation?

[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:

Written by on