Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a research scientist (life sciences). Find the right words with quality phrases.
A Research Scientist (Life Sciences) is accountable for designing, undertaking and analyzing information from controlled laboratory-based investigations, experiments and trials.
The essential functions for this post are planning and conducting experiments, preparing research proposals and funding applications/bids supervising junior staff including technicians, recording and analyzing data, carrying out fieldwork like collecting samples, presenting results to senior analysis management, writing research papers, reports, reviews and summaries, demonstrating procedures, preparing research proposals and funding bids, supervising junior staff including technicians, ensuring that quality standards are met, organizing materials testing, liaising with investigation and production staff, developing original solutions to problems, ensuring quality standards are maintained.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 late in handing over the tasks that have been assigned. Finds it difficult to say no to extra work when there is more workload. | 1 |
| 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. | Holds respect for coworkers thus creating a peaceful atmosphere in the workplace Satisfies both the management's requirements and the company's as well | 2 |
| ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude. | Does not show confidence when working with teams or clients that may have a different way of thinking Shows reluctance when asked to take over others in the same office or department when necessary | 1 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Uses guesswork instead of asking for clarification on a project thus, ends up making serious mistakes and getting stressed up Easily gets distracted by situations that one cannot change or influence | 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. | Listens carefully and learns from the advice given by colleagues, customers, and competitors on how to improve one's approach towards a certain goal Continues on without being affected by what others think about oneself, or without being appreciated by other colleagues | 2 |
| PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results. | Volunteers in community activities in order to have a new look of the world and think practically Evaluates own options taking into account their pros and cons in the situation one is in | 2 |
| 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 Is not able to communicate properly, own understanding of the tasks or projects and the desired results | 1 |
| BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world. | Dresses casually when attending crucial meetings and is rarely neat Remains seated when being introduced to new people and when shaking hands | 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 Possesses little understanding of the perspectives of others and does not bother to make improvements | 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 Hardly bothers to improve future research methods based on current feedback | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| URGENCY: Can you be willing to handle other duties that are not in your job description? Is there a time you had to delegate tasks to your colleagues when it required urgency? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Are you willing to reconcile when a conflict occurs in the workplace? What can your team say concerning your work ethics and manners? | [employee comments] |
| ADAPTABILITY: Were there times you had to take in a new task when you were still heavily involved with another one? When have you been forced to attend to an emergency in an unusual way and what was the outcome? | [employee comments] |
| HANDLING STRESS: Describe a time when you have had a heavy workload. How did you handle it? What ways do you use to identify your stress triggers? What do you do to make sure that the same stressful situation does not reappear? | [employee comments] |
| PERSISTENCE: How do you show persistence in the workplace? Describe a situation that has forced you to remain persistent at work What have you done to develop the inner energy that keeps you going when facing tough situations at work? | [employee comments] |
| PRACTICAL THINKING: Some situations require one to think in a practical manner while others require critical thinking. Can you give an example when you have used the two strategies to solve a problem at work? What have you done to improve your practical thinking skills? How has this helped your career life? | [employee comments] |
| RESULTS ORIENTATION: Describe a time when you have been very successful in accomplishing your goals. What made this possible? Describe a time when instructions on a project were not clear. What made them unclear and what did you do? | [employee comments] |
| BUSINESS ETIQUETTE: Can you think of an instance where you felt you had raised your voice? How did you correct the situation? What steps do you take to ensure a conversation runs smoothly even when disagreeing with what others are saying? | [employee comments] |
| DIVERSITY AWARENESS: What have you done to increase your understanding of the perspectives of others? Have you ever made a joke that offended the beliefs of someone else and how did you rectify the situation? | [employee comments] |
| RESEARCH: What are you doing to improve your understanding of how to use data reduction and synthesis methods? What are you doing to improve your ability to point out, define, and analyze existing problems? | [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: |