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

A Forensic Biochemist is liable for carrying out DNA testing and examining minute contact traces of blood, hair or clothing fibers in an attempt to disassociate suspects with victims on crime scenes.

The major responsibilities of this post are attending and examining crime scenes, analyzing samples in the laboratory like hair, body fluids, glass, paint or anything else involved in a crime scene, applying allowed techniques like gas and high-performance liquid chromatography, scanning electron microscopy, infrared spectroscopy and genetic fingerprinting sift and sort evidence, analyze and interpret results and computer data, liaise with team members and coordinate with outside agencies like the police, review and supervise the work of assistants, presents the results of work done in clear written record, giving oral evidence.

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

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Does not leverage the different personalities, weaknesses, strengths, ideas, and perspectives of teams members that would help one achieve success

Does not keep the lines of communication open thus makes team members feel uncomfortable with contributing ideas that help solve problems

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

Speaks to a potential mediator, to help improve the situation, when one is not making headway with someone and needs to do so

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.

Fails to think before one plans and doesn't take the time or invest in tools to generate new insights

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

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Does not consider other people's views when making final decisions

Reprimands and punishes other employees when concerns about inequity are raised

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.

Gathers all the facts and gets inputs from others before making effective decisions

With tight deadlines and budget constraints, remains highly decisive on the measures to take

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.

Pays attention to the surrounding, the expressions, feelings, and actions of the people before interacting with them

Opens up emotionally when connecting with others in order to deepen the connection with the other person

2

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Slips into thinking of oneself as a victim that has little or no control over the situation at hand instead of facing the situation head on

Insists that everyone else is wrong and therefore does not consider other people's ideas or way of thinking

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.

Demonstrates an unresponsive attitude towards the concerns of others regarding inequality and unfair treatment

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

Shows minimal interest in building and nurturing relationships and is always too busy to meet others

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

Demonstrates little knowledge on how to use modern computing power to assist in making better decisions

1

Self Evaluation

Self Evaluation Question

Employee Comments

COLLABORATING WITH OTHERS:

Have you been rewarded in the past for successfully empowering a group of people in achieving a goal? If yes, what was the reward?

Some people prefer working alone while other prefer working as a team. What do you prefer and why?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Can you describe a time when you have had a conflict at work? How did you solve it? What could you have done to avoid 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:

How does your current position affect the overall goals of your company? What have you done to improve your ability to set the company's goals?

What goals have you set for your career? What is your plan to achieve them?

[employee comments]
ETHICAL BEHAVIOR:

Do you keep your word at all time or do you fail to be honest?

Do you give honor where it's due or do you withhold it from those who have done well?

[employee comments]
ORIENTATION TO WORK:

Do you follow the company's policies in executing the tasks given?

Are you too hard on yourself when you make mistakes?

[employee comments]
EMPATHY:

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

Can you think of a time someone interpreted something you said negatively, even though you didn't intend for it to be negative?

[employee comments]
PRACTICAL THINKING:

Describe a project that went wrong due to poor practical thinking strategies. How did the problem occur and how did you solve it?

Describe a project that was successful because of your ability to think practically. What was your role?

[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]
BUSINESS ETIQUETTE:

Can you think of an instance where you felt you had raised your voice? How did you correct the situation?

What efforts are you making to improve your listening skills?

[employee comments]
TECHNOLOGY SAVVY:

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

How often do you encourage colleagues to use computers to execute repetitive, multiple, and complex tasks 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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