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

A Computational Biologist is responsible for creating mathematical equations which compute trends in the daily office work. This post can also work as a computer and information research scientist or biological science professors.

Essential functions of this position include carrying extensive investigation and rigorous computer programming, devising computer modeling simulations and analyzing large amounts of information and data, designing models and predictions for a molecular biological system, consulting with researchers to analyze problems, recommending computer based solutions, determining computational strategies, developing data and databases, communicating research results through scientific publications or project reports, developing new software application or customize existing applications to meet specific scientific project needs.

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 COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Shows unwillingness to share knowledge about the company or encourage other employees to keep up-to-date with the company's structures, rules, systems, networks and environment

Is not able to bring together aspects of a policy or trend into a clear picture for other employees to understand

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

SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life.

Fails to handle both personal and workplace conflict according to the company's policies

Always complaining about the workforce but does nothing to better it

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.

Often shows up at work with uncombed hair and in wrinkled clothes

Inconsistent in following and keeping major ethical business practices that matter to the company

1

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

Makes sure one has all the information needed before starting any task or project in order to avoid producing incorrect work

Consults with someone familiar with how a task is done, if possible, to make sure one is doing it right

2

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Initiates a conversation by asking questions, sharing something about oneself and allowing the other person to share

Continues interacting with the person one has gotten to know in order to know each other better professionally and personally

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.

Blames others for own unfortunate decisions and actions rather than accepting responsibility for own behavior

Does not keep track of own performance thus fails to know when one needs to reward oneself for job well done or when one needs to improve certain areas

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.

Hardly pays attention to rules and regulations and requires constant supervision

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.

Does not show willingness to learn more about specialized technology fields

Makes little effort to learn how to operate modern electronic devices

1

COMPUTER SKILLS: Computer Skills are the necessary computer working skills that each employee need to have while seeking to get admitted into the professional world.

Does not understand the importance of backing up data on a regular basis

Lacks enough knowledge on how to use different versions of computer operating systems

1

Self Evaluation

Self Evaluation Question

Employee Comments

KNOWLEDGE OF COMPANY PROCESSES:

How do you manage a project plan, set timelines and milestones, and involve team members in order to deliver on time?

In your opinion, what are some of the common procedures that should be eliminated in your company? Explain why.

[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]
SUPERVISORY SKILLS:

Do you develop an action-oriented plan to improve competence and impact in the workplace?

Are you able to develop supervision skills in others through your own experience?

[employee comments]
APPEARANCE AND GROOMING:

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

Are you able to tell others to present themselves professionally without feeling guilty of doing the opposite?

[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 situation when you felt that instructions to a certain task or project were not communicated well. What did you do?

[employee comments]
PERSONAL RELATIONSHIPS:

Describe a time when you were successful in building a relationship with a difficult person at work. How did you go about it?

Describe a time when you have met resistance while trying to build a relationship with a colleague. How did you deal with it?

[employee comments]
SELF-DISCIPLINE AND SENSE OF DUTY:

Describe a task that required you to remain self-disciplined from the start to the end. How did you manage it?

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 efforts have you made to enhance your intellectual understanding of legal guidelines pertaining equitable treatment?

[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]
COMPUTER SKILLS:

Have you ever tried to create a computer network unsuccessfully? How did you solve the challenges faced?

Have you ever tried to use different versions and types of computer operating systems? Did you learn anything new?

[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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