Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an applied biochemist. Find the right words with quality phrases.
An Applied Biochemist is responsible for studying and analyzing complex chemical combinations and reactions involved in metabolism, reproduction, growth and heredity.
The major responsibilities of this post include creating new products to solve practical problems, developing synthetic hormones to be produced on a large scale, planning research projects to test theories, weighing chemicals, filtering liquids, distilling ingredients, growing culture of microorganisms, using exact scientific methods to quantify results, studying and analyzing the effects of chemicals on medical problems, carrying out varied research on scientific facts of living things, studying and analyzing formation of hormones and working to improve them, producing hormones in large scale.
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 |
|---|---|---|
| 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. | Does not make boundaries to let the difficult person know what is okay and what is not, and what would happen if boundaries are crossed Takes the reactions of a difficult person personally and allows oneself to become emotionally charged in reaction to him/her | 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. | Pays careful attention to important details when assessing and appraising an employee or staff Does not compromise on the quality of the company's policies when evaluating the performance of each individual | 2 |
| DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development. | Sets personal goals with none enhancing an excellent performance on the job Gives up easily as well as discourages the team being led | 1 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Doesn't stay on top of issues mostly repeating problems that cause business disruption Very difficult to deal with coworkers confrontations without taking sides | 1 |
| FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail. | Expresses one's disagreement in a polite manner; calmly explains one's side of things with facts, and does not only rely on feelings Reads directions in the order they are written on the project and avoids skipping ahead and forgetting to go back | 2 |
| 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. | Is specific; states with clarity the exact thing that one wants to be done or what one is refusing to do Continues on without being affected by what others think about oneself, or without being appreciated by other colleagues | 2 |
| PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others. | Does not create own processes and timelines for getting things done thus keeps on missing deadlines Lacks confidentiality thus is not entrusted with sensitive information either by the manager or other employees | 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 Does not show willingness to obtain further training focused on the importance of equity and fairness | 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. | Dresses casually when attending crucial meetings and is rarely neat Remains seated when being introduced to new people and when shaking hands | 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. | Shows little interest to learn more about keeping mobile devices and computers free from unauthorized access Makes little effort to learn how to operate modern electronic devices | 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 would you deal with a team member in your group who constantly talks more than all the others? Is there a time when this ha happened at work? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: Can you be relied upon to deliver accurate and timely data? Do you work with the employees after the assessment to see better results? | [employee comments] |
| DEVELOPING OTHERS: Do you consult the rest of the management before you make decisions? Do you rely on personal knowledge or do you get more knowledge from others? | [employee comments] |
| ORIENTATION TO WORK: How well do you manage your time assigned for the tasks? How well do you relate to your co-workers and management? | [employee comments] |
| FOLLOWING DIRECTIONS: How do you help a colleague improve his/her ability to follow instructions? Can you describe a time when you received complex instructions? How did you make sure you understood each and every detail? | [employee comments] |
| PERSISTENCE: How do you motivate your team members to remain persistent? Can you give an example of a time when this was practical? 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] |
| PERSONAL ACCOUNTABILITY: Can you describe a day when your supervisor was absent, and you had to make tough decisions? What are some of the decisions you made? Describe a time when you had to admit to your supervisor that you had made a mistake. What happened? | [employee comments] |
| BUSINESS ETHICS: What are your views on fairness, equality, respect, integrity and honesty? What have you done to enhance your knowledge and understanding about fairness, equality, respect, integrity and honesty? | [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] |
| TECHNOLOGY SAVVY: Are you making any efforts to learn how to keep mobile devices and computers free from unauthorized access? How often do you encourage colleagues to use computers to execute repetitive, multiple, and complex tasks more efficiently? | [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: |