Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a laboratory technician. Find the right words with quality phrases.
A Laboratory Technician is responsible for supporting laboratory staff by maintaining the glassware, supporting logs and record books, troubleshooting and solving problems helping with special projects.
The duties of this post are keeping laboratory supplies ready by keeping inventory stock, placing orders and verifying receipt, keeping equipment operating by following the operating instructions, troubleshooting breakdowns, maintaining supplies, performing preventive maintenance, calling for repairs, documenting information by maintaining daily logs and equipment record books, resolving problems by examining and evaluating data, providing glassware by ordering, receiving and inventorying glassware, maintaining glassware by picking-up, cleaning, washing, sterilizing and distributing, completing projects by assisting project team, attending and participating in group and project meetings.
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 |
|---|---|---|
| FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large. | Does not allow group members to air their views; posts items on the discussion boards more than the group members Does not answer emails from group members or does so when it is already very late | 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. | Concerned with how work scheduling is done to avoid overcrowding some employees Leads others to embrace challenging projects that no one wants to work on | 2 |
| SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace. | Does not show willingness to listen to new ideas and opinions from other employees and clients Ignores solitude; does not see the need to set some time for self-reflection | 1 |
| SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc. | Yells at colleagues when they give constructive criticism about one's job performance Is always afraid to say yes to new challenges for fear of making mistakes | 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 Works with people who have positive mental attitude and avoids listening to cynical advice and pessimistic colleagues | 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. | Reflects and writes down specific benefits and reasons for accomplishing a certain goal in order to make the goal more realistic Brainstorms as many obstacles as one can and writes them down in order to develop a sense of how realistic a goal is | 2 |
| SELF-DISCIPLINE AND SENSE OF DUTY: Self-Discipline and Sense of Duty is an active effort which helps in developing set ways for your thoughts, actions, and habits empowering your to stick to your decisions. | Takes credit for work done by someone else; misrepresents a product or service in order to get a sale Focuses own efforts on irrelevant tasks and fails to do what actually needs to be done | 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. | Engages in side conversations during meetings and uses the phone in most meetings Hardly makes introductions during meetings and does not observe ranking when making introductions | 1 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Dedicates little resources for supporting diversity and hardly communicates the value of diversity Possesses little understanding of the perspectives of others and does not bother to make improvements | 1 |
| TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace. | Always lags behind others in working with new and complex systems Does not understand how to follow technical specifications when designing new systems | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| FACILITATION: Is there a time when you have faced challenges when coordinating a group? How did you overcome the challenges? What are some of the methods you have used to solve conflicts in your group? | [employee comments] |
| COOPERATION WITH COLLEAGUES: Are you willing to reconcile when a conflict occurs in the workplace? What are your strengthens and how do you utilize them in the group? | [employee comments] |
| SELF AWARENESS: Is there a time when you were surprised about the positive impact your words or behavior had on a colleague or client? Is there a time when you received feedback about your work, and you had to disagree? What happened? | [employee comments] |
| SELF CONFIDENCE: Is there a time you interjected a different side of an issue or a different point of view? How did you go about it? What is one thing you do that makes you like yourself and your work? | [employee comments] |
| PERSISTENCE: Describe a time when your manager put pressure on you. Did you handle the pressure as well as you would have loved to? Is there a time you have persuaded your manager to accept an idea that you knew he/she would not like? What resistance did you meet and how did you overcome it? | [employee comments] |
| REALISTIC GOAL SETTING: How do you decide on your goals? How do you ensure that they are realistic? What have you done to help other people to set realistic goals? Give the last time you did this | [employee comments] |
| SELF-DISCIPLINE AND SENSE OF DUTY: How do you know when your behavior is about to get out of track and how do you regulate it? Describe a time when this happened Describe a time when you have been able to juggle multiple important projects due to your ability to remain self-disciplined. What challenges did you face and how did you overcome them? | [employee comments] |
| BUSINESS ETIQUETTE: Do you prepare for meetings early enough and keep a schedule of upcoming meetings? What would you like to improve about yourself in order to be more pleasant to work with? | [employee comments] |
| DIVERSITY AWARENESS: What have you done to encourage the implementation of strategies that attract diverse applicants for vacant positions? What efforts are you making to assess whether the current procedures, practices, and policies are diverse? | [employee comments] |
| TECHNICAL SKILLS: Can you describe a time when you saved time by applying your technical skills to automate a process? Have you ever attempted to apply your technical skills to create a new and working system from scratch? | [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: |