Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a research technician. Find the right words with quality phrases.
A Research Technician is liable for assisting scientists with their research and experiments while performing the more complex analytical processes in the laboratory.
The primary responsibility for this post is conducting tests and experiments, gathering, interpreting and recording research and data, ordering inventory, operating and maintaining the computer and laboratory equipment, analyzing specific substances, studying quality control, performing laboratory tests in order to produce stable and accurate data to support scientific investigations, constructing, managing and performing standard laboratory equipment, ensuring the lab is well-stocked and resourced, recording is well-stocked and supported, recording and sometimes interpreting results to present to senior colleagues, using computers and executing mathematical calculations for preparation of graphs.
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 |
|---|---|---|
| FACILITATION: Facilitation is making tasks or life easy for others while ensuring the daily running of successful meetings or workshops or business at large. | Rarely enters the discussion, even when the group is not understanding the concept or is way off topic or task Allows simple and non-descriptive answers during discussions which discourages members participation | 1 |
| DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution. | Thinks about what one is going to say before one says it and what the goal for the conversation is Learns the person's strategy and develops counter strategies ahead of time, when one cannot avoid the situation | 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 allow team members to help in other departments Always competes with the coworkers instead of working in harmony | 1 |
| 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 keep an open mind and lacks the ability to regulate own emotional world and that of other colleagues Easily loses focus and gets sucked into social media and other small distractions | 1 |
| 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. | Determines who else is involved in own goals and works together to develop a plan to accomplish them Develops contingency plans for the obstacles that one has anticipated and how and when each plan should be implemented | 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. | Breaks down large goals into manageable parts in order to stay focused and keep one from being overwhelmed Clarifies what one will and will not do; educates oneself so that one does not make ignorant mistakes | 2 |
| BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times. | Treats others unfairly and plays favorites, which often leads to formal complaints Strays from the truth and does not give credit where due | 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 Raises the voice when disagreeing with what others are saying | 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 |
| 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 the basics of coding and programming and is always unable to design simple programs | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| FACILITATION: Is there a time when you have had to deal with a group member who does not attend group meetings? How did you go about it? Who is in charge when you are away? How do you make sure that the person understands what you expect of him/her? | [employee comments] |
| DEALING WITH DIFFICULT PEOPLE: Can you describe a time when you have had a conflict at work? How did you solve it? What could you have done to avoid it? How comfortable are you with dealing with different opinions from different people? Describe a time when this happened at work | [employee comments] |
| COOPERATION WITH COLLEAGUES: Are you willing to reconcile when a conflict occurs in the workplace? What weaknesses have you noticed and how are you working on them? | [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? Can you list five things that you have learned about yourself in the last two years, that are relevant to how you work? | [employee comments] |
| REALISTIC GOAL SETTING: Is there a time when you failed to meet your goals because they were unreal? What did you do? What are some of the things that you have done to improve your ability to set realistic goals? | [employee comments] |
| SELF-DISCIPLINE AND SENSE OF DUTY: What are some of the challenges that you have faced when trying to accomplish your goals? Give specific examples How do you schedule your tasks and activities for the day in order to remain focused and motivated to accomplish them? | [employee comments] |
| BUSINESS ETHICS: How do you avoid temptations to use dishonest data, figures, and facts to support conclusions? What have you done to enhance your knowledge and understanding about fairness, equality, respect, integrity and honesty? | [employee comments] |
| BUSINESS ETIQUETTE: How often do you encourage others to stand up when shaking hands or meeting new people? Do you make introductions in meetings and do you introduce people according to their ranks? | [employee comments] |
| DIVERSITY AWARENESS: Have you participated in events that are diversity-related and what efforts are you making to promote them? Have you ever made a joke that offended the beliefs of someone else and how did you rectify the situation? | [employee comments] |
| TECHNICAL SKILLS: What do you to ensure that your technical skills are current? What efforts are you making to learn new technologies and remain updated with technology? | [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: |