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

A Clinical Biochemist is responsible for interpreting analysis and results obtained through the diagnostic testing of psychological samples for both solids and liquids.

The essential duties of this position are presenting findings at biochemistry meetings, designing experiments to test theories about how chemicals function in the body, investigating abnormal biochemical conditions, writing thorough reports of findings, analyzing chemicals in the body while using techniques like gel electrophoresis and amino acids assay, keeping up to date with scientific literature connected with their work, working closely with other scientists including chemists, toxicologists, and pharmacologists, planning and organizing work in clinical biochemistry laboratories, performing clinical validation by checking abnormal results and deciding if further tests are necessary.

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.

Stresses about the difficult person all the time, even when one is taking a day off

Does not know how to use defense mechanisms such as humor in order to diffuse an uncomfortable situation

1

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.

Organizes the company's objectives into key areas in order to process and prioritize them easily and allocate resources

Involves experts who have experience with implementation and operations and ensures that the strategic plan is analyzed critically by them

2

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.

Highly inconsistent in enforcing and following the company policies and procedures

Gossips about the coworkers and picks battles easily bringing conflict in the workplace

1

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.

Often loses focus when answering a question and feels under pressure to come up with an answer, whether appropriate or not

Finds it hard to withhold immediate judgment especially when first meeting or interacting with colleagues

1

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

Makes sure not to misread or skip an important direction; pays attention to detail, even if it seems insignificant to one

Does what one is asked to do in the workplace as long as it is moral, reasonable and harmless

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.

Writes down one's goals in a place that one can see it regularly and is specific about the results one wants to achieve

Works with people who have positive mental attitude and avoids listening to cynical advice and pessimistic colleagues

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

Allows oneself to be distracted by family issues at work thus lacks morale or motivation needed to accomplish own tasks

1

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Sets unrealistic goals for employees, which kills their energy and motivation to work on the goals

Does not recognize employees who constantly produce exceptional work thus makes them feel unappreciated or produce substandard work

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

Rarely trustworthy, hardly respected for being honest, and is not regarded as credible

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

Self Evaluation

Self Evaluation Question

Employee Comments

DEALING WITH DIFFICULT PEOPLE:

Describe a time when you had to disagree with a new rule in the company? How did you present your argument?

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

Describe a time when you have cooperated in the planning of a project. What was your role?

[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]
EMPATHY:

In your opinion, what are the ingredients in building and maintaining good relationships with colleagues at work?

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

[employee comments]
FOLLOWING DIRECTIONS:

How do you make sure that you remember all the instructions you have received to perform a certain task?

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]
SELF-DISCIPLINE AND SENSE OF DUTY:

What are some of the things that you have done to help nourish your self-discipline? How has this helped you in developing a sense of duty?

Describe one time when you have worked the hardest. What motivated you to work hard and what was the outcome?

[employee comments]
QUALITY OF WORK:

How often have you produced low-quality work? What has prevented you from producing high-quality work?

Speed is important to complete work when one is under pressure. How do you make sure to work fast and maintain accuracy at the same time when working on a tight deadline?

[employee comments]
BUSINESS ETHICS:

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

Were there any times where you got awarded for displaying consistent honesty and integrity?

[employee comments]
TECHNOLOGY SAVVY:

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

What are you doing to increase your capacity to operate 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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