Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a biomedical scientist. Find the right words with quality phrases.
A Biomedical Scientist is liable for carrying out experiments on samples of body fluids and tissue to help develop solutions to threatening diseases like HIV, Cancer, diabetes, food poisoning, hepatitis, meningitis, etc. This post is mostly laboratory based evaluating the effectiveness of treatments offered to certain diseases.
Tasks for this position are analyzing specimens of blood, tissues, urine and faces for chemical constituents using sophisticated computer-aided and automated testing procedures, analyzing cultures grown from samples, identifying blood groups, interpreting results, liaising with medical staff, monitoring the effects of treatment and medication, maintaining accurate records, writing medical reports, performing routine and specialist analytical testing on a range of biological samples, giving test results to medical staff, who use the information to diagnose and treat the patient's illness.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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. Not ready or is reluctant to adjust work schedule to assist in any other work that is assigned. | 1 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Does what one can to help the employee improve and correct the issue at hand swiftly and quickly Makes sure that the employee one is giving feedback is comfortable with it and is able to apply it practically to become more productive at work | 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. | Always focused on the do it alone projects forgetting the ability of teamwork Does not commit work to the team in line with the organizational goals | 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 Does not wait to hear all the facts but already spells out a ?no? | 1 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Shows high energy in undertaking challenges related to the assigned tasks Always eager to obtain constructive feedback that ensures better performance in all the tasks | 2 |
| ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you. | Makes a list of all the good things in one's own life and uses it a boost whenever in need of an emotional boost Regularly exercises and eats the right food in order to level self-energy up and feel good about oneself physically | 2 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Makes long to-do lists thus gets overwhelmed and too overloaded with work Does everything that is on one's schedule and gets frustrated when some tasks are not accomplished | 1 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Does not take the time to evaluate the effectiveness of a solution to a problem before implementing it Does not stay on top of repeat problems that distract the smooth running of the company and its productivity | 1 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Does little to discourages harassment, bullying, and abrasive behavior and lags behind in promoting team building activities Lags behind in driving positive change and is never seen as a person who can promote diversity issues of others | 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. | Demonstrates little understanding on how to use data reduction and synthesis methods to understand the patterns in data Shows little willingness to learn more about statistical analysis techniques and how to apply appropriate statistical tests | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| URGENCY: How well do you prioritize and handle any work assigned to you? How can you rate your level of response when it comes to handling work issues with urgency? | [employee comments] |
| GIVING FEEDBACK: How often do you discuss a person's performance with him/her? Give a specific example What are some of the things you have done to develop the skills of other employees and make them more productive? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Can you be relied upon to lead the team without the management following up? Do you take delegations from your team leader with the same seriousness as you take one from the manager? | [employee comments] |
| DEDICATION TO WORK: Are you available to do what is expected of you within a set timeline? Do you seek new opportunities to make you grow or you are not open minded? | [employee comments] |
| INITIATIVE: Are you pushed to think creatively and explore new opportunities? Do you establish personal priorities to enable you to complete first tasks first? | [employee comments] |
| ENTHUSIASM: Are there times you have not achieved something that you set out to do? How did you feel about that? Can you think of a time when you sought a colleague's idea or opinion when working on a new project? | [employee comments] |
| HANDLING STRESS: Describe a time when you have had a heavy workload. 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? Describe a project that you have started on your own recently. What motivated you to get started? | [employee comments] |
| DIVERSITY AWARENESS: What have you done to increase your understanding of the perspectives of others? Can you think of a situation where you failed to accept diverse views? How did you correct the situation? | [employee comments] |
| RESEARCH: How often do you encourage colleagues to employ analytical skills when examining the consequences of a certain solution? How often do you employ logic and reason when determining the merits of an argument? | [employee comments] |
Summary |
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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: |