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

A Wildlife Biologist is accountable for studying the lives and behavior of animals as well as studying the genetics origins and life processes of animals.

The essential functions for this post include developing alternative solutions for the restoration of injured or lost trust resources and habitat, developing and sharing information pertinent to the protection or restoration of trust resources, implementing quality assurance plans to ensure the data collected and products prepared to meet all standards and regulations, providing habitat services to private landowners and land managers to increase the quantity and quality of wildlife habitat, planning and developing finding proposals, coordinating and implementing cooperative habitat projects to optimize carrying capacity for wildlife, evaluating wildlife habitat, collecting data and recommend management or project to improve terrestrial or the wildlife habitat.

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

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Sets goals but does not know how to come up with a good plan to accomplish those goals

Spends one's free time gossiping and talking ill of own bosses and other employees, rather than doing something that benefits the company

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.

Redirects the conversation or situation to something positive by focusing on something else other than what the argument started about

Avoids confrontational body language, such as maintaining eye contact for long periods of time or making aggressive gestures

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.

Looks at only a part of the company but not as a whole during a strategic planning meeting

Selects the wrong people for strategic planning instead of people who are able to analyze the current company's state and develop achievable future states

1

APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them.

Does not focus on delegation of tasks ending up with a messy schedule

Lacks clarity and promptness in communication that affects other areas as well

1

APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well.

Presents a warm, unique look that attracts customers, coworkers, and staff

Keeps the company culture alive by respecting the dress code

2

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.

Volunteers a few hours a week with a community association in order to gain valuable experience that can be used in the workplace

Takes advantage of free online education options in order to keep updated on emerging trends on one's career

2

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

Frequently misses important information thus, causes breakdown in communication which leads to incorrect work and lack of business

Considers reading instructions a waste of time; rushes through tasks just to complete them in time without reading instructions thus, makes lots of mistakes

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.

Tries to achieve too many goals at once thus makes it harder to achieve any of them

Sets goals but believes that one does not have what it takes to achieve them thus lacks the motivation to accomplish them

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.

Rarely takes part in making changes in policies to eliminate unfair elements

Frequently uses dishonest data, figures, and facts to support conclusions

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

Does little to seek for assistance when faced with challenges related to installing, using, and troubleshooting computer software

1

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF JOB:

In your opinion, do you think knowledge of your area of responsibility had benefited your company in any way? If yes, how?

How do you make sure you have all that is needed to perform a certain task or accomplish different goals?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Is there a time when you have had to deal with a difficult person at work? What was the problem? How did you go about it?

What are some of the techniques you have used or things you have done to improve your ability to handle difficult people?

[employee comments]
STRATEGIC PLANNING:

What are the steps and methods you have used to define a vision for your position or department?

Can you describe the techniques or methods that you have used to develop a strategic plan for your company or department?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

Can you be relied upon to deliver accurate and timely data?

Do you treat the employees the same even the weak ones?

[employee comments]
APPEARANCE AND GROOMING:

Are you introducing a good or bad example to other employees who are watching you?

Have you taken into consideration the feedback you have received from your peers and staff?

[employee comments]
COMPETITIVENESS:

What are some of the things you have done to help co-workers improve their professional competitive skills?

What have you done to increase your knowledge and understanding about competitiveness in the workplace?

[employee comments]
FOLLOWING DIRECTIONS:

Can you give an example of a time when you were able to demonstrate your ability to follow instructions?

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 decide on your goals? How do you ensure that they are realistic?

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

[employee comments]
BUSINESS ETHICS:

What are your views on fairness, equality, respect, integrity and honesty?

Have you ever found yourself in a situation where you had to question someone's integrity?

[employee comments]
TECHNOLOGY SAVVY:

What efforts are you making to improve your capacity to work anytime from anywhere and on any device?

Are there any times you had to seek for assistance on issues related to operating modern electronic devices?

[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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