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

An Analytical Research Chemist is responsible for assessing the chemical structure and nature of substances in different industries on products like electronics, cosmetics, pharmaceuticals, etc.

The primary responsibilities for this position includes generating techniques for the drug and chemical analysis, analyzing samples from various sources, providing information on compounds or quantities of compounds present, validating methods and equipment, staying aware of updated health and safety matters, maintaining reports of tests carried out, improving previous products and procedures, develop new products to ease the testing process, developing new medicines and disease treatments, improving current scientific developments, researching advanced lab equipment and computers to conduct analyses.

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 persuade others to act in the best interests of customers, colleagues and other teams within 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.

Thinks about what one is going to say before one says it and what the goal for the conversation is

Does not share anything personal with an impossible person even when they seem normal or act like a friend

2

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

Shows favoritism to some employees creating conflict in the workplace

1

EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched.

Rarely sets aside time to exercise or get distracted after work

Feels out of control emotionally when negative thoughts become intrusive and persistent

1

SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace.

Maintains the ability to make good decisions and exercise sound judgment during difficult or stressful situations

Depicts high level of self-discipline and looks forward to learning new things and opportunities

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.

Makes a clear statement of how one feels, without becoming angry, irritated or defensive, no matter the number of times one has to repeat oneself

Welcomes change and new ideas and continues looking for ways that one can incorporate these into one's life

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.

Focuses on perfection; spends plenty of time looking for a problem in the provided information even when there is none

Looks at the situation with bias or prejudice instead of approaching it with a clear and open mind

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.

Fails to monitor a project at its early stages or fix small problems before they become bigger and unsolvable

Fixes problems in own projects and those of others but does not look for ways to prevent these mistakes from happening again in the future

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

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.

Shows little interest to learn more about keeping mobile devices and computers free from unauthorized access

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:

Can you describe a situation where you had to compromise or help others to compromise? What steps did you take?

Can you describe a project you were working on, that required input from people in different departments or at different levels of the company? How did you go about it?

[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 comfortable are you with dealing with different opinions from different people? Describe a time when this happened at work

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

Do you encourage and motivate or do you discourage others?

Are you able to schedule your work to match the company's calendar?

[employee comments]
EMOTION MANAGEMENT:

What strategies have you taken in the past to prevent a situation from becoming too stressful for you to handle?

Is there a time a company policy hurt employees and you had to mitigate the negative consequences to employees?

[employee comments]
SELF AWARENESS:

Describe times when you have been in a good mood at work. What impact did that have on your performance and colleagues?

Can you list five things that you have learned about yourself in the last two years, that are relevant to how you work?

[employee comments]
PERSISTENCE:

Describe a time when your manager put pressure on you. Did you handle the pressure as well as you would have loved to?

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]
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]
QUALITY OF WORK:

What are some of the programs you have initiated, if any, to train new employees on the company values and standards?

How do you help new members of your team cope with the agreed team standards and values?

[employee comments]
BUSINESS ETHICS:

What are some of the contributions you have made in making changes in policies to eliminate unfair elements?

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

[employee comments]
TECHNOLOGY SAVVY:

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

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:

Written by on