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

A Research Biologist is responsible for researching plants and animals related to a particular natural habitat. This position conducts its research on land, air, water, plants, animals and bird behavior in the natural ecosystems.

The primary duties of this post include collecting specimens and tracking the movements of aquatic and land animals, studying the environmental degradation due to the industrial development and global warming, working as the advocates for the environment, observing plant interactions with the environment, studying the behavior of wild animals, conducting research, recording data and analyzing data in their respective fields, draw conclusions based on their analyses, making recommendations or government agencies based on their findings, conducting census of endangered animal species, observing behavior patterns and interactions, trap and tranquilize wild animals like bears and moose to record their sex.

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

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.

Reacts with extreme emotion such as crying which stimulates the other person to do more of the difficult behavior

Humiliates and confronts a difficult co-worker in front of others instead of approaching them privately and trying to find where the problem is

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.

Delivers negative feedback in a tactful and assertive manner yet in a straightforward way

Makes sure that the feedback does not embarrass the other person or make them feel bad about it

2

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Lacks a universal understanding of what a strategy is and how it differs from other planning terms such as mission, vision, etc.

Develops a plan without aligning it with the budget thus makes it hard to transform the plan into action

1

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

Rarely helps other colleagues to accomplish tasks that require meeting deadlines

1

COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner.

Joins associations with like-minded professionals to help create relationships that can help tap new, exciting ideas into the business

Builds an "I can do better" mentality and always works hard to proof that fact

2

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Rewards and praises colleagues for their accomplishments and strengths, and provides constructive feedback designed to focus on how to improve

Does not just want to be right to proof a point, rather, is truly interested in the best outcome or solution to a problem

2

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Does not take notes when receiving oral directions; just listens to the instructor without noting key points down

Does not ask for help from the instructor or colleagues who have done the same tasks or projects

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.

Creates a vision board but does not put it in a place where one can see it thus fails to achieve own goals

Quits too soon; gets discouraged when things don't turn out as expected instead of trying again

1

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

TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually.

Hardly asks for assistance when faced with challenges when operating modern electronic devices

Lags behind in using computers to execute repetitive, multiple, and complex tasks more efficiently

1

Self Evaluation

Self Evaluation Question

Employee Comments

DEALING WITH DIFFICULT PEOPLE:

How would you deal with a team member who is always picking fights with others or is difficult to work with?

How comfortable are you with dealing with different opinions from different people? Describe a time when this happened at work

[employee comments]
GIVING FEEDBACK:

Describe the most difficult performance review you have handled. What made it difficult and how did you go about it?

When do you give positive feedback to your employees or subordinates? Give an example of the last time you did

[employee comments]
STRATEGIC PLANNING:

What are your long-term and short-term goals? What have you done to achieve them effectively?

What factors do you consider when selecting the right people for your strategic planning team?

[employee comments]
ADAPTABILITY:

If you were given a new project to lead without prior knowledge, what steps would you take to tackle it?

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]
COMPETITIVENESS:

What sort of projects did you generate that required you to go beyond your job description?

Mention a time you made an intentional effort to get to know someone from another culture. What was the result?

[employee comments]
EMPATHY:

Think of a time you had to address an angry client. How would you assess your role in diffusing the problem?

Have you ever decided to delay presenting some information to a colleague because you felt the timing was not right?

[employee comments]
FOLLOWING DIRECTIONS:

Which is one time you have made mistakes due to not following directions? Were the mistakes fixed? How did you do it?

Describe a time when you missed some steps in a project due to not paying attention to details. How did you fix it?

[employee comments]
REALISTIC GOAL SETTING:

How do you make sure that your own goals match the company goals?

What are some of the things that you have done to improve your ability to set realistic goals?

[employee comments]
BUSINESS ETHICS:

Can you think of a situation where you found yourself straying from the truth and how did you avoid straying?

Have you ever participated in forums that discuss the role and importance of integrity and honesty?

[employee comments]
TECHNOLOGY SAVVY:

Have you ever utilized the power of modern computing power to assist you in making better decisions?

Have you ever advocated the use of modern electronic devices that can assist in sharing and storing data more efficiently?

[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:

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